The HR Mentor - SoundSage

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In this milestone 100th episode of the HR Mentor Podcast, Melanie reflects on her journey creating the podcast, the key lessons learned, and audience feedback that has made the experience rewarding. She shares the origins of the podcast, aimed at helping early-career HR professionals navigate the job market through actionable advice.

Melanie reminisces on her favourite guest episodes and student success stories, emphasizing the power of connections and mentorship in the HR field. Looking ahead, Melanie reveals plans to deepen discussions on thriving in HR roles and shares her continued commitment to guiding HR newcomers. She wraps up with a heartfelt thank you to listeners, guests, and supporters, while hinting at what's to come in future seasons.

🎙️ Episode Timeline* 00:00 Welcome to Episode 100! * 01:02 Reflecting on the Podcast Journey * 02:28 The Origin Story of HR Mentor 06:20 Listener Success Stories * 09:55 Favourite Guest Episodes * 17:22 Lessons Learned and Advice * 23:14 Future of the HR Mentor Podcast * 25:27 Thank You and Season Finale

🔗 Links & Resources* Join the HR Career Accelerator and land your first HR role! (use discount code: HRMENTORPOD for an amazing listener discount. + Includes 8 self-paced modules, Gallup Strengths Finder assessment, worksheets, templates, and private coaching group access. * Join the HR Career Cafe on LinkedIn * Sign up for the Newsletter

Let’s Stay Connected!If you enjoyed this episode, please share it with a fellow HR grad or early career professional! Your support helps others find the show, and I’d love to hear your thoughts—leave a rating and review on Spotify, Apple Podcasts, or LinkedIn.

🔔 Don’t forget to subscribe so you never miss an episode! You can find The HR Mentor on Apple Podcasts, Spotify, or Podbean.

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If you're a new HR graduate or actively job searching for your first HR role, this episode is packed with exactly what you need to confidently navigate your search. In this episode, Melanie breaks down the most common entry-level HR positions, typical responsibilities, the key skills employers are looking for, and how understanding these roles can help you define your HR niche and build a more focused, successful job search strategy.

🎙️ Episode Timeline* [00:00] Introduction & Purpose of the Episode * [03:00] Common Entry-Level HR Job Titles * [18:40] Typical Responsibilities in Entry-Level HR Roles * [28:43] The Growing Role of AI in Entry-Level HR * [30:44] Key Skills and Qualities for Success * [41:24] Finding Your HR Niche Through Role Exploration * [44:26] Resume Tailoring & Standing Out to Employers * [47:30] Episode Recap & Final Takeaways

👣Action Steps for Listeners:1. Review 3–5 HR job postings today and highlight the tasks that resonate most with your skills and interests. 2. Start narrowing your job search focus to roles that best align with your HR niche. 3. Tailor your resume and cover letter for each job posting to stand out.

🔗 Links & Resources* Join the HR Career Accelerator and land your first HR role! (use discount code: SPRING50 for 50%) - Sale ends June 19, 2025! + Includes 8 self-paced modules, Gallup Strengths Finder assessment, worksheets, templates, and private coaching group access. * Join the HR Career Cafe on LinkedIn * Sign up for the Newsletter

Let’s Stay Connected!If you enjoyed this episode, please share it with a fellow HR grad or early career professional! Your support helps others find the show, and I’d love to hear your thoughts—leave a rating and review on Spotify, Apple Podcasts, or LinkedIn.

🔔 Don’t forget to subscribe so you never miss an episode! You can find The HR Mentor on Apple Podcasts, Spotify, or Podbean.

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In this episode, I’m getting real about one of the biggest frustrations in the HR job search. If you’ve been sending out applications and hearing crickets, I know how tempting it is to blame your resume. But here’s the surprising truth: it’s probably not your resume holding you back.

Today, I share why clarity about your career goals, skills, and values is far more powerful than endlessly tweaking bullet points. I’ll walk you through the common pitfalls, help you reframe your job search strategy, and give you actionable steps to gain momentum and land that HR role you’ve been dreaming of. If you’re feeling stuck, this episode is a must-listen!

🎙️ Episode Timeline* [2:18] – Why so many job seekers automatically assume their resume is the problem. * [4:57] – Understanding the real issue: lack of clarity around what you want, what you offer and what you value. * [11:17] - An example of why this is important. * [12:54] – A step-by-step strategy to shift your job search approach and stop the resume hamster wheel: self-reflect, define your targets, then (and only then) create your tailored communication tools (resume, cover letter, LinkedIn), network with intention. * [17:30] – Practical takeaways you can act on today or over the next few days to get closer to landing your dream HR role. * [18:18] - A special offer for all the new grads and early career professionals who want hands-on, step-by-step implementation of these strategies!

Links & Resources* Join the HR Career Accelerator and land your first HR role! (use discount code: SPRING50 for 50% off with code SPRING50! ) + Includes 8 self-paced modules, Gallup Strengths Finder assessment, worksheets, templates, and private coaching group access. * Listen to Episode 3: How Your Values Impact Your Career and Job Search * Take the Schwartz Human Values Test (I have no affiliation with this site, but have tried the test myself and found it fairly accurate) * Join the HR Career Cafe on LinkedIn * Sign up for the Newsletter

Let’s Stay Connected!If you enjoyed this episode, please share it with a fellow HR grad or early career professional! Your support helps others find the show, and I’d love to hear your thoughts—leave a rating and review on Spotify, Apple Podcasts, or LinkedIn.

🔔 Don’t forget to subscribe so you never miss an episode! You can find The HR Mentor on Apple Podcasts, Spotify, or Podbean.

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In today’s episode, I had the absolute pleasure of sitting down with Greg Morley, a seasoned global HR executive, DEI strategist, author, and speaker, who brings over two decades of experience from companies like Disney, LVMH Moët Hennesy, and Hasbro. Greg’s journey is one of bold decisions, adventurous career pivots, and a deep commitment to inclusive leadership. From starting in a call center at GE to leading HR and DEI in Paris, Hong Kong, and Shanghai, Greg shares the wisdom and lessons he’s gathered along the way. Trust me—this conversation will leave you feeling inspired, informed, and ready to lead with authenticity.

We talked about the real-world impact of inclusive leadership, the essential role of credibility and learning in HR, and the importance of micro-inclusion moments. Greg also opened up about what led him to write his book Bond: Belonging and the Keys to Inclusion and Connection, and shared actionable advice for early-career HR professionals navigating today’s uncertain job market. If you’re looking for real talk and practical insights on building connection and credibility as an HR leader, this episode is for you.

🔑 Episode Highlights [3:32] Greg shares his career journey from GE to Disney, and how an unexpected opportunity in Paris changed his life * [4:30] Why call centers are a crash course in emotional management and communication for future HR leaders * [6:02] Greg talks about the importance of learning the fundamentals of HR and the understanding the business to build credibility * [7:35] How Greg’s time at Disney brought him to Paris and the lessons he learned about branding for career success and taking risks. * [11:28] Why credibility in HR starts with authenticity, humility, and a willingness to say “I don’t know” * [15:35] How the speed of change (especially with AI) is reshaping how we learn, teach, and lead in HR * [19:09] Making the business case for DEI with data, storytelling, and real-world impact * [25:38] Greg shares a story that illustrates the role of micro-inclusion moments in creating sustainable, inclusive cultures * [30:28] How you can be an inclusive leader regardless of your role. * [37:02] An inside look at Greg’s book Bond*—and how finding common ground fuels belonging * [45:38] Greg’s advice for early-career HR professionals on confidence, continuous learning, and being easy to work with

🔗 Links & Resources Connect with Greg Morley on LinkedIn: LinkedIn Profile * Visit Greg’s website: https://www.gregmorley.com/ * Read Greg’s book Bond: Belonging and the Keys to Inclusion and Connection through Indigo.ca or your favourite book seller. * Learn more about the Gay Games and their global inclusion mission: Gay Games Official Site * Greg’s is reading: The Broken Rung* by Kweilin Ellingrud, Lareina Yee, and Maria Del Mar Martinez.

🔗 Additional Links:* Join the HR Career Cafe on LinkedIn * Join the HR Career Accelerator and land your first HR role! (use discount code: HRMENTORPOD) * Sign up for the Newsletter

Let’s Stay Connected!If you enjoyed this episode, please share it with a fellow HR grad or early career professional! Your support helps others find the show, and I’d love to hear your thoughts—leave a rating and review on Spotify, Apple Podcasts, or LinkedIn.

🔔 Don’t forget to subscribe so you never miss an episode! You can find The HR Mentor on Apple Podcasts, Spotify, or Podbean.

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Job searching as a new HR graduate can feel overwhelming—especially when rejections start piling up. But what if your mindset was the key to transforming your job search experience? In this episode, we’re diving into how shifting to a growth mindset can help you overcome obstacles, stay motivated, and ultimately land your first HR role.

I’ll walk you through five actionable strategies to develop a growth mindset, including how to reframe rejection, take proactive steps to improve your skills, and leverage networking as a learning opportunity. Plus, we’ll explore how AI tools can support your job search and help you continuously improve along the way. If you’re feeling stuck or frustrated in your job hunt, this episode is for you!

Episode Highlights:[2:15] – What is a growth mindset, and why is it critical for job seekers?
[6:40] – The difference between a fixed and growth mindset in your job search
[9:55] – Reframing rejection: How to turn setbacks into learning experiences
[14:20] – The power of taking small, actionable steps to improve your skills
[18:35] – Why networking is a game-changer (and how to make it easier)
[22:50] – The impact of growth-oriented self-talk and how to practice it
[26:10] – Setting process-oriented goals instead of focusing only on outcomes
[30:45] – How AI tools can help you improve your resume, interview skills, and job search strategy

Resources & Links:🎧 Related Episodes:

Episode 87: Networking for Introverts with Michelle Amaral
Episode 49: Nix Your Networking Fears
Episode 33: Building Successful Relationships
Episode 8: The Importance of Making Connections

💡 Other Helpful Links:

Join the HR Career Cafe on LinkedIn
Join the HR Career Accelerator (use discount code: HRMENTORPOD)
Sign up for the Newsletter

Let’s Stay Connected!If you enjoyed this episode, please share it with a fellow HR grad or early career professional! Your support helps others find the show, and I’d love to hear your thoughts—leave a rating and review on Spotify, Apple Podcasts, or LinkedIn.

🔔 Don’t forget to subscribe so you never miss an episode! You can find The HR Mentor on Apple Podcasts, Spotify, or Podbean.

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As a new graduate stepping into the world of HR, you’re entering a field that’s evolving faster than ever before. In this episode, Melanie breaks down the most important trends shaping the industry and what you need to know to stay ahead. From AI-powered recruitment tools to remote work policies, diversity, equity and inclusion (DEI) strategies, and the growing emphasis on employee well-being, we cover it all. Plus, I’ll share practical ways to keep up with industry changes and make yourself a standout candidate in the job market.

If you've ever wondered how to stay on top of HR trends—or how to answer that question in an interview—you won’t want to miss this episode. Grab a notebook and your favorite drink, and let’s dive in!

00:00 Introduction to Key HR Trends
00:15 The Rise of Technology in HR
02:34 AI in Recruitment and HRIS Systems
05:40 Data Analytics in HR
08:08 Remote and Hybrid Work Policies
13:34 Diversity, Equity, and Inclusion (DEI)
17:58 Employee Wellbeing and Mental Health
26:42 Lifelong Learning and Career Development
31:46 Conclusion and Final Thoughts

Helpful Links Related to this Episode:🔗 McLean & Co. HR Trends Report for 2025
🔗 HR Associations: CPHR, SHRM, and CIPD
🔗 Recommended HR leaders to follow: David Green, Sharyn Lauby, Dave Ulrich, Enrique Rubio
🔗 Learning platforms: LinkedIn Learning, Coursera, Udemy

Other Helpful Links for this Episode:

Connect with Alfred Achoba on LinkedIn
Send Alfred an email: achoba@cmhakamloops.ca
Listen to Episode 32: Your Wellbeing Matters with David Trawin and learn about David's journey with mental health as a senior leader.
Join the HR Career Cafe on LinkedIn
Join the HR Career Accelerator and remember your discount code HRMENTORPOD
Sign up for the Newsletter

If you feel generous and want to send love my way, I would be grateful for a review and rating on Apple Podcasts Spotify, or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms or wherever you get your podcasts:

Apple Podcast
Spotify
Podbean

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Today is a very special episode. I am joined by one of my former students and one of the first graduates from the HR Career Accelerator program, Trupti Patel. In this episode, Trupti talks about her career journey and how she was able to go from being a job seeker to a job offer in less than five months post-graduation. If you are a job seeker struggling to find your way, this episode will give you some valuable guidance on the right actions to take and motivate you to keep moving forward.

Helpful Links for this Episode:

Connect with Trupti Patel on LinkedIn
Join The HR Career Cafe on LinkedIn
Join the HR Career Accelerator program and go from Job Seeker to Job offer. Remember your discount code HRMENTORPOD to get an amazing 25% discount on the entire program.
Sign up for the Newsletter and get free career advice in your inbox every month.

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

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Have you been invited to a summer social event or activity? Did you delete the invitation or respond with a no-thank-you? If you did, I encourage you to listen to this episode. In it, I explain the benefits of saying YES to that summer social and how to mix fun with career acceleration.

Helpful Links for this Episode:

Join The HR Career Cafe on LinkedIn
Join the HR Career Accelerator program and go from Job Seeker to Job offer. Remember your discount code HRMENTORPOD to get an amazing 25% discount on the entire program.
Sign up for the Newsletter and get free career advice in your inbox every month.

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

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In this episode, my new part-time co-host, Michelle Amaral and I talk about something that I believe is critical to your HR job search. Networking is the key to success for so many new grads and professionals. But we also understand that it is not a comfortable experience for all job seekers. So in this episode, Michelle shares strategies for anyone who feels they are more introverted and fearful of networking so that you too, can take advantage of this powerful strategy for your HR job search.

Helpful Links for this Episode:

Listen to Episode 8: The Importance of Building Connections
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator and remember your discount code HRMENTORPOD
Sign up for the HR Mentor Career Newsletter

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

Intro Background Music by Playsound from Pixabay

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In this episode, I sit down for a conversation with Brent Pollington, the owner of a successful and award-winning recruitment firm in Vancouver, BC, called Express Employment Professionals. With a company track record of placing over 15,000 people with more than a thousand companies, Brent brings a wealth of knowledge and experience to The HR Mentor that will enlighten new grads and seasoned HR professionals alike.

During our conversation, Brent shares what a recruitment company does—and perhaps more importantly, what it does not do. We also discuss how to effectively work with a recruiter to enhance your career prospects. Plus, Brent will share some valuable advice for job seekers about refining their resumes, optimizing their LinkedIn profiles, and much more.

If you’re interested in understanding the true role of recruitment firms in your job search or seeking tips on how to navigate the job market, this conversation will be well worth your time.

Helpful Links for this Episode:

Connect with Brent Pollington on LinkedIn
Visit Express Employment Professionals LinkedIn Page
HR Doctors Podcast
Check out the Express Employment Professionals Website
Join The HR Career Cafe on LinkedIn
Join the HR Career Accelerator program and go from Job Seeker to Job Offer! Use the code HRMENTORPOD for a special listener discount!
Sign up for the Newsletter and get monthly motivation and inspiration.

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

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I am so thrilled to kick off Season 5 with a very special guest. Sheryl Brown and I connected on LinkedIn years ago and have been sharing HR stories, parenting and work memes and inspiring empowering messages ever since. I finally convinced her to join me on The HR Mentor to talk about her career journey and it was truly worth the wait.

Sheryl's extensive experience in human resources is a testament to her adaptability and expertise across various sectors. With a career spanning over 15 years, she has honed her skills in both non-profit and for-profit environments, dealing with unionized and non-unionized settings, and has adapted to the unique challenges of service, manufacturing, and mining industries to name a few. Her commitment to continuous learning is evident in her pursuit of an ICF Coaching certification and her plans to further her education with a master's degree. Outside of her professional endeavours, Sheryl finds joy in the simple pleasures of life, cherishing moments with loved ones, exploring culinary arts, and embracing the great outdoors. Her well-rounded lifestyle and dedication to growth in all aspects of life assist her in her role as HR Manager with Hudbay Minerals, Copper Mountain Mine. Sheryl currently holds the following designations: CPHR, SHRM-SCP, CTMP and RPR.

One of the things I love about Sheryl is her commitment to continuous growth and development. She is an inspiration and a role model for how to stay open to opportunities and to challenge and push yourself to live your best life.

I hope you enjoy our conversation as much as I did.

Helpful Links for this Episode:

Connect with Sheryl on Linkedin
Read “Fearless Leadership: How to Overcome Behavioral Blindspots and Transform Your Organization” by Loretta Malandro
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator and remember your discount code HRMENTORPOD
Sign up for the HR Mentor Career Newsletter

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

Intro Background Music by Playsound from Pixabay

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Welcome to the Season 4 Finale!

I decided about two months ago, after several exchanges with soon-to-be graduate students, that I needed to make this episode. If you have been following me since the beginning, you know I created this podcast to scale what I was trying to offer to new HR grads on a one-to-one basis. Of course, that quickly became unstainable, so with the idea of recording my guidance and advice and sharing it for free, I could help more students.

Well, now that we have 84 episodes on a variety of topics related to HR, well-being and, of course, your HR job search, I decided it might be a good idea to provide you with a curated collection of episodes that will meet you where you are in your job search. This episode summarizes episodes that will help you in three distinct stages of your job search.

When you are just starting and don’t know what to do first.
When you are at the beginning of your search with applications and building your resume.
And when you are in the messy middle of interviews and promoting yourself to employers.

You can find all the episodes I recommend for these three stages and the proper titles of the stages below.

Create the Right Mindset:

Episode 2: 3 Steps to Shift Your Limiting Beliefs & Improve Your Job Search
Episode 6: How to Deal with Rejection in Your Job Search - 5 Tips
Episode 17: Overcoming Self-Doubt - 6 Strategies
Episode 21: How Intentions Can Improve Your Life - 8 Step Process
Episode 26: Career Confidence Boosters You Need Now
Episode 45: One Word for Your Wellbeing
Episode 81: How to Manage Graduation Uncertainty and Anxiety

Know Yourself:

Episode 3: How Your Values Impact Your Career and Job Search
Episode 23: Is an HR Career Right for You?
Episode 30: Your Career is Journey with Donna Hall
Episode 35: Level Up Your Career Alignment
Episode 41: Prepare for Your HR Job Search
Episode 48: Follow Your Passion with Sarah Wade
Episode 52: Why Job Targets Matter and How to Identify Them
Episode 69: Know Your Strengths and Empower Your Career Journey
Episode 75: The Perfect Fit: Why Work Environment Matters
Episode 78: The Power of Looking Back: How Reflection Can Elevate Your Job Search
Episode 83: Find Your Ideal HR Role with Michelle Amaral

Promote Yourself:

Episode 4: Market Yourself for Job Search Success
Episode 5: Be Prepared and Ace the Interview
Episode 8: The Importance of Making Connections
Episode 9: Interview with Deam Lemphers Part 1
Episode 33: Building Successful Relationships
Episode 36: Communicate Your HR Brand
Episode 39: The Art of Reference Checks with Joel Peterson
Episode 49: Nix Your Networking Fears
Episode 51: Preparing for Reference Checks
Episode 52: Speak With Ease - communicating what you offer, elevator pitch
Episode 61: The Art of the Follow Up
Episode 77: Help Them Help You: Securing the Support You Need
Episode 80: LinkedIn Tips for Job Seekers With Joel Peterson

Other Helpful Links for this Episode:

Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator and remember your discount code HRMENTORPOD
Sign up for the Newsletter and get the code to purchase my HR Interview Question Guide for $1.00 until the end of January 2024!

If you are feeling generous and want to send some love my way, I would be very grateful for a review and rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

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This episode has been a long time in the making, and I am so pleased with the result. Michelle was one of my earliest fans who later became my student once the pandemic began to subside. Since our first meeting, I knew she had to be a guest on the show!

I have watched Michelle transition from a student to an HR Generalist over two short years, and her accomplishments during that time have been incredible. She excelled in her studies, won awards, contributed to clubs and landed her first HR role with grace and intention. She is a passionate and dedicated professional who knows how to translate her values and passion into a meaningful career path.

The best part is that in this episode, she is sharing her success path with you and offers practical ways you can have the same success. I hope you enjoy this conversation as much as I did!

If you want to connect with Michelle, you can check out the links below.

Helpful Links for this Episode:

Connect with Michelle on LinkedIn
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

Thank you for listening!

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If you are about to graduate from an HR program or you are a recent HR grad who is struggling with finding that first HR role, this episode is going to save you a ton of money and time. That’s right, money and time - something I am sure you value immensely right now. How am I going to do that? Well, I am going to be the friend you didn’t know you needed and I’m going to stop you from signing up for that certification program you are thinking of spending your hard-earned money on. Right now, as a new HR graduate, a fresh new certification is not going to be the silver bullet that gets you that first HR role.

Listen to find out when a certification is a great idea and what you can do instead to find that perfect first HR role.

Thanks for listening!

Helpful Links for this Episode:

Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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In this episode, I am talking about something that I don’t see talked about enough: the uncertainty and anxiety that naturally comes with graduating from University or College. While it is a natural and normal experience, the fear and trepidation that comes with graduation can have negative impacts on students and it can impede their ability to move forward. This episode covers four actions or tips soon-to-graduate students can use to help make this exciting transition much more enjoyable.

There are also links to several resources below, so keep scrolling and check them out.

Thanks for listening!

Here are the four actions you can take to help manage uncertainty:

Start Before You Finish
Double Down on Connections
Access Supports
Coping Strategies and a Self-Care Routine

Helpful Links for this Episode:

Episode 54: The Inside Scoop on Job Boards & Entry-level Recruitment with Steven Rothberg
Breathing Exercise Instructions
Episode 6: How To Deal With Rejection In Your Job Search
Anxiety Canada - lots of resources and information
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

Here are helpful links to resources to support your mental health and wellbeing:

If you are in crisis and need to talk to someone, please call the Canada Suicide Prevention Service at 1-833-456-4566 (24/7) or text 45645 (4 pm to 12 am ET).
Public Health Canada - lots of links and resources
Province of BC Mental Health Supports
Canadian Mental Health Association of BC
World Health Organization (WHO) Mental Health Supports Page
Checkpoint.org Provides a list of Resources in many countries
If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:
Apple Podcast
Spotify
Podbean

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In this milestone 80th episode, I am thrilled to have my friend and colleague Joel Peterson on the show. Today, Joel shares all his advice and guidance on how job seekers can make the most of LinkedIn. He explains how to optimize your LinkedIn profile and shares the insight scoop on how recruiters are viewing your profile. If you are in a job search or using LinkedIn to network you don't want to miss this conversation!

Helpful Links for this Episode:

Check out Arbutus Search Group
Connect with Joel on LinkedIn
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

If you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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It seems that over the last few months, it's impossible to talk about or read about the world of work without hearing about AI and its impact. And while it is having a major impact, using technology in the workplace, even disruptive technology like natural language processing tools, is not new. That said, it has a lot of workers, including HR professionals, worried that they may become obsolete and replaced by cute robots.

In this episode, I explain why I believe HR is a future-proof career and share five ways you can help solidify yourself for a future in an HR role.

Here are the five actions you can take to future-proof yourself and your career:

Embrace technology and automation
Develop data literacy
Stay informed about HR trends
Enhance your soft skills
Build a strong HR network

Helpful Links for this Episode:

Episode 8: The Importance of Making Connections
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

If you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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As the lazy days of summer wind down, many of us turn our minds to the second New Year of the year - September 1st! There is the anticipation of new classes and the start of welcoming events at the University, and from the career perspective, people start to think about what’s next for them. Most people don’t feel like job hunting or switching roles in the middle of the summer holidays and are embracing whatever fun activities they have planned with their friends and family. Employers also tend to post fewer jobs because they know candidates aren’t looking and often don’t have all their employees in place to support the hiring process. But as we roll into September, something shifts, and many people decide that it’s time for a change or if they are looking to kick off their career, they decide they better get serious about it.

For me, it's a time of reflection. I think about my intentions for the year in January, but in September, I think about what I have accomplished so far and what is left to do. I think reflection is a critical part of growth and learning. I also believe it is a critical part of finding success in a job search. With each step you take in your job search, whether it be an application or a networking interaction, there is a chance to reflect on what worked, what is important to you now and what you might need to do differently in the future, especially if you are not getting the results you want.

In this episode, I discuss five reasons reflection is important to a job search and how you can incorporate this into your strategy today and get better results.

Here are the five benefits of reflection:

Self-awareness
Provide clarity to your career goals
Helps you identify skill gaps
Refine your process
Contribute to emotional resilience

Helpful Links for this Episode:

Episode 8: The Importance of Making Connections
Episode 69: Know Your Strengths and Empower Your Career Journey
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

If you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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Today we're talking about something that’s been close to my heart for a long while now, but it has become more prevalent to me in the last few months. It also relates to Episode 76: The Benefits of Seeking Help with Your HR Career. It’s all about how you, dear emerging HR professional, can better position yourself to get that reference or assistance you need from experienced professionals, mentors, friends and family. If you follow my four tips you will help them help you, and it will help lead you to the success you are looking for!

Helpful Links for this Episode:

Episode 27: Choosing the Right Job Offer
Episode 74: What’s on the Table in an HR Job Offer
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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There's a certain self-reliance that's admired in our North American culture. It's understandable. After all, who doesn't love a good story about self-made success? But let’s be honest. No one truly goes it alone. Behind every success story, there's a network of supporters, mentors, teachers, or coaches who played a part. And it is no different if you are pursuing an HR career. Seeking help is not only a strength, it’s a smart career move!

In this episode, I talk about why it's not only okay to get help with your HR job search or career planning but also hugely beneficial. I share six reasons that outside support can give you a competitive edge and make your HR career less stressful and more enjoyable.

Helpful Links for this Episode:

Episode 69: Know Your Strengths and Empower Your Career Journey
Join The HR Career Cafe on LinkedIn
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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In this episode, we are diving into what I believe is an often overlooked part of your job search—identifying your ideal work environment. I know when you are looking for work or a new career opportunity, you are more focused on whether or not you have what the employer wants, especially early on in your career. But if you are going to be successful, it is also important to consider what works for you.

In this episode, I discuss why knowing your ideal work environment is important even early in your career and ten elements you should consider before accepting a new role. This is helpful for anyone considering making a change or finding their first HR job.

Helpful Links for this Episode:

Episode 74: What’s On The Table: Negotiating Your HR Job Offer
Episode 73: International Student to HR Professional with Sukhii Kaur
Episode 47: Small Town Career Opportunities with Justin Hardy
Episode 48: Follow Your Passion with Sarah Wade
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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In this episode, I am going to talk about the most thrilling part of your HR job search. It’s the moment you have all been waiting for, hoping for, dreaming about, but also kind of dreading. It’s your job offer. This moment can be as exciting as it is nerve-wracking, and even though every job seeker wants one, it can be stressful to receive because now you have to make a decision.

Should you accept the offer you were given? Should you turn it down for a better offer that might come through from another employer you are talking to, or should you negotiate with the one in front of you? Argh…So many questions!

In this show, I discuss what’s on the table in an early career job offer. We will explore what you could possibly negotiate and how to approach and prepare for negotiation on each of the different terms and conditions.

I hope that by the end of this episode, you will know what you might be able to negotiate and how to prepare so that you can get what you want and, likely, what you deserve.

Helpful Links for this Episode:

Episode 60: Workplace Flexibility Without Work From Home
Get on the waitlist for The HR Career Accelerator
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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Sukhpal Kaur or Sukhii as her colleagues and friends know her is an HR Coordinator at Great Canadian Entertainment at the Chances Casino Dawson Creek. Prior to moving to Dawson Creek, Sukhii attended Thompson Rivers University joining the university in 2018 as an International Student. As she describes it she has been on a beautiful journey since then making the transition from International HR Student to HR professional and permanent resident. I have known Sukhii since 2018 when she was my student and I can attest she is an amazing person with the kindest heart. I hope you enjoy our conversation as much as I did.

Helpful Links related to this Episode:

Connect with Sukhii on LinkedIn here: https://www.linkedin.com/in/sukhpal-kaur
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

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Most people would prefer to avoid office politics, especially early in their career. Unfortunately, they are an inevitable part of working in organizations. It doesn’t mean you will always experience it first hand, but learning how to navigate messy situations in the office when you are getting started in an HR career can be very helpful to your career trajectory.

In this episode, I share strategies to help you navigate and mitigate office politics early in your career. I also walk you through an example of a situation that you may face and provide you with four steps to address it.

Helpful Links for this Episode:

Episode 8: The Importance of Making Connections
Episode 16: How to Build Trust in Your HR Career
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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You know, there are a lot of reasons to love working in HR. It is interesting and there is a lot of variety. Truly no two days look alike. You also have the opportunity to influence and connect with people, which is something I wanted in a career. But a career in HR is not without its challenges; one of them is that it can be quite stressful. But you don’t have to let the stress get to you.

In this episode, I share six strategies to help you manage your stress at work so you can maintain some sense of balance in your life and enjoy the career path you’ve chosen.

Helpful Links for this Episode:

Episode 23: Is An HR Career Right For You?
Episode 32: Your Wellbeing Matters with David Trawin
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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In this episode, I am demystifying another HR buzzword making the rounds - quiet hiring! I’ll talk about what quiet hiring is (don’t worry, you won’t need to whisper at work) and why it is helpful to employers. I also share the downsides of this freshly named but tried and true talent management practice and how you, as an employee, can protect yourself and take advantage of a great opportunity.

Helpful Links for this Episode:

Episode 69: Know Your Strengths and Empower Your Career Journey
Episode 57: Quit Quitting: What’s All the Fuss?
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

STRENGTHS-BASED LEADERSHIP BOOK CONTEST:

Would you like to win a copy of “Strengths Based Leadership” from Gallup? I have a hard-copy book to give away that comes with an access code to take the Clifton Strengths Assessment and receive your personalized Strengths Based Leadership Guide.

Here are the steps to enter:

Listen to this episode and note one of the strategies I recommend.
Subscribe and rate this podcast wherever you are listening and take a screen shot.
Post your screen shot photo on Instagram or LinkedIn and tag the HR Mentor.
LinkedIn - https://www.linkedin.com/in/melanie-reed-hrmentor/
Instagram - https://www.instagram.com/the_hrmentor/

Send an email to melanie@thehrmentor.ca with your name, social media handle and one strategy that you heard in this episode.The contest closes on May 10th and the winner will be selected from a random draw of all entries. If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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A lot of us are uncomfortable with self-promotion. But when you are engaged in a job search or you are seeking opportunities to advance your career, modesty is not your best strategy!

If you want to get noticed as a job candidate and rise to the top during the selection process, being comfortable expressing your value is critical. Knowing your strengths and what you offer a potential employer in a specific role is the key to this.

In this episode, I talk about the value of knowing your strengths and offer you several strategies you can use to help you identify them. I promise that if you take the time to do this, it will make the application and selection process a lot easier and feel less like bragging and more like information sharing.

I also offer you a special bonus at the end of this episode, so make sure you listen to the last seconds!

The eight strategies I discussed to help you identify your strengths are:

Reflect on past success
Take note of what comes easy to you
Identify your values
Evaluate job postings
Consider what you get asked to help others with
Assess your personal projects or passions
Ask for feedback
Take a strengths assessment

Helpful Links for this Episode:

Episode 3: How Your Values Impact Your Career and Job Search
Episode 4: Market Yourself for Job Search Success
Episode 41: Prepare for Your HR Job Search
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

STRENGTHS-BASED LEADERSHIP BOOK CONTEST:

Would you like to win a copy of “Strengths Based Leadership” from Gallup? I have a hard-copy book to give away that comes with an access code to take the Clifton Strengths Assessment and receive your personalized Strengths Based Leadership Guide.

Here are the steps to enter:

Listen to this episode and note one of the strategies I recommend.
Subscribe and rate this podcast wherever you listen, and take a screenshot.
Post your screenshot photo on Instagram or LinkedIn and tag the HR Mentor.
LinkedIn - https://www.linkedin.com/in/melanie-reed-hrmentor/
Instagram - https://www.instagram.com/the_hrmentor/

Email melanie@thehrmentor.ca with your name, social media handle and one strategy you heard in this episode.The contest closes on May 10, 2023, and the winner will be selected from a random draw of all entries. If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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Most employers and HR professionals don’t want to think about their employees leaving the organization, especially in this labour market. But when you think about it logically, if new employees join, it usually means someone is also going.

The reality is people leave and join organizations all the time. This means we can expect more than a few farewells throughout our careers. What you may not know is that how you exit an organization can impact your future career opportunities.

In this episode, I discuss how you can avoid common mistakes and plan a graceful and professional exit when you leave your organization for a new opportunity or path.

The four strategies I discussed to help you part ways professionally are:

Give ample notice
Finish up work projects and transition work in progress
Stay professional about your departure
Say goodbye with grace and keep in touch

Helpful Links for this Episode:

Episode 51: Preparing for Reference Checks
Episode 31: The Art of Reference Checks with Joel Peterson
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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If you are a student, studying HR or any other subject, this episode is for you! I had the pleasure of sitting down with two of my students to talk about their involvement with our TRU Human Resource Management Student Club. They shared how they became involved with the club, what has kept them engaged and taking on leadership roles and what the career benefits joining a student club can offer you.

It was an enjoyable conversation. I am so proud of Jenny and Patricia and their team of club executives and volunteers for all the incredible events and activities they have delivered to our students. If you are wondering how to gain experience and develop skills and capabilities while still studying, download this episode now and follow their lead!

A huge thank you to Jenny and Patricia for taking the time to talk with me. One thing I am acutely aware of as a professor is that this is a hectic time of year for students, and yet they were incredibly generous and willing to share with you.

They also said you can reach out to them and connect!

Connect with Jenny Tran on LinkedIn here - https://www.linkedin.com/in/jennytranhrm/
Connect with Patricia De Sequeira on LinkedIn here - https://www.linkedin.com/in/patriciamsiqueira/

Other Helpful Links for this Episode:

Find the TRU HRM Club here - https://www.instagram.com/tru_hrm_club/
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you feel generous and want to send some love my way, I would be very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can access special bonus episodes of the podcast, resources, and free downloads, as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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The resume…love it or hate it, when you start a job search, you need one. Often students and new grads ask me to look at theirs and what I usually see is that they have left off some really important information that could help them get an invitation to an interview.

In this episode, I summarize three pieces of information you might leave off your resume and how and where to include them. I also give you some examples of phrases and wording you can use in each section. If you are getting ready for a job search or looking to level up your career you need to listen to this today before you start preparing your resume.

3 Things Your Resume Might Be Missing:

Professional Summary or Summary of Qualifications
Educational Details
Accomplishment and Awards

Helpful Links for this Episode:

Episode 41_Prepare For Your HR Job Search
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD
Download The HR Interview Question Guide today!

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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Today marks a very sombre anniversary - 365 days since Russia’s full-scale invasion of Ukraine.

In recognition of the lives lost and the continued threat to Ukraine and Ukrainians, we will not have an episode of the HR mentor this week. Instead, I will share some brief thoughts on the last 365 days and encourage you to take some time to reflect and find a way that you can support Ukraine today and in the days to come.

Please see the links below on ways that you can #standwithukraine

Visit United 24 for ways to donate and to learn about some of the most critical initiatives in Ukraine - https://u24.gov.ua/

Make a Donation:

Ukrainian Canadian Congress-Canada Ukraine Foundation Humanitarian Appeal: https://www.cufoundation.ca/
Canadian Red Cross - Ukraine Fund - https://donate.redcross.ca/page/100227/donate/1?utm_source=google&utm_medium=cpc&utm_campaign=%28EN%29+Emergencies+-+Ukraine+Humanitarian+Crisis+Appeal&gclid=CjwKCAiAg6yRBhBNEiwAeVyL0F9vDa214x2Z48QMG420YAvayN7LQYrileYEa8KTOAYY3zIX02cTRxoC0zAQAvD_Bwe
UN Refugee Agency for Ukrainians fleeing the war: https://give.unhcr.ca/page/100190/donate/1
The Canadian Association of University Teachers and Education International Solidarity with Ukraine Fund: https://www.caut.ca/latest/2022/03/urgent-appeal-solidarity-ukraine
Kamloops-Kelowna Ukrainian Foundation https://www.ukrainian-canadian-support.com/
Razom for Ukraine-- a leading civil society organization engaged in extensive humanitarian, logistics and civic efforts: https://razomforukraine.org/
Come Back Alive--helps Ukraine's Armed Forces via technical assistance, supplying armour and medical equipment. https://www.comebackalive.in.ua/

Reliable Media to Follow:

Kyiv Independent - https://kyivindependent.com/
Ukrinform - https://www.ukrinform.net/
The Telegraph Dispatches - https://secure.telegraph.co.uk/customer/secure/newsletter/dispatches

Write a Letter to Your Elected Officials:

UCC Letter Template - https://www.ucc.ca/2022/02/25/write-to-your-mp-ukraine-needs-canadas-help-now/

Attend a Rally:

Connect with a Ukrainian Canadian Congress Branch - https://www.ucc.ca/ucc-near-you/
Search the hashtag #standwithukraine or #rallyforukraine on social media

Support Ukrainian People & Businesses Directly:

Buy from Ukrainian Sellers on Etsy - https://www.etsy.com/search?q=ukraine%20sellers&ref=auto-1&as_prefix=ukrain
Rent an Air BnB in Ukraine - https://www.airbnb.ca/s/all?query=ukraine
Rent a Ukrainian Property through VRBO - https://www.vrbo.com/en-ca/vacation-rentals/ukraine
Shopify list of Ukrainian Entrepreneurs to support - https://www.shopify.com/blog/shop-ukraine
Saint Javelin - https://www.saintjavelin.com/
Made with Bravery - https://shop.brave.ua/

Listen to a Podcast:

Ukraine the Latest from the Telegraph - https://open.spotify.com/show/6cnkk1J0I1UqtxTYVUL4Fe
Ukrainecast from BBC - https://www.bbc.co.uk/programmes/p0bqztzm
Dr. Timothy Snyder's Yale Lectures on The Making of Modern Ukraine (you can also view these on youtube) - https://podcasts.apple.com/us/podcast/the-making-of-modern-ukraine/id1653131950?utm_source=substack&utm_medium=email

Дякую - thank you

слава україні - glory to ukraine

все буде україна - everything will be ukraine

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When most people think of job search strategies, they think of preparing a perfect resume and cover letter or prepping for tough interview questions. Both of which are important. But rarely do job seekers wonder if their state of mind is ready to support them in the process ahead.

Job seeking is a process riddled with emotions, hurdles and disappointments. Yes, when you get the role you were after, there is a lot of elation and likely some relief, but before you get there, it can be tough sledding!

In this episode, I share four practical strategies to help you develop a job seekers mindset that will not only help you enjoy the process (yes, that’s possible) but also lead you to the perfect role in less time.

Here are the Four Strategies to Help Develop a Job Seekers Mindset:

Set Process Related Goals
Practice Good Self-Care
Focus on the Positive by Reframing Limiting Beliefs
Use your Network to Support you

Here are Helpful Links to Resources to Support your Mental Health and Wellbeing:

If you are in crisis and need to talk to someone, please call the Canada Suicide Prevention Service at 1-833-456-4566 (24/7) or text 45645 (4 pm to 12 am ET).

Public Health Canada - lots of links and resources
Province of BC Mental Health Supports
Canadian Mental Health Association of BC
World Health Organization (WHO) Mental Health Supports Page
Checkpoint.org Provides a list of Resources in many countriesOther Helpful Links for this Episode:
Read Atomic Habits by James Clear
Episode 2_3 Steps to Shift Your Limiting Beliefs
Episode 49_Nix Your Networking Fears
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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What better way to kick off the year (and a new season of the podcast!) than talk about what will be important for HR teams in the year to come?

To be honest, I am not seeing a lot of changes in the 2023 landscape in terms of the focus of the HR function, at least in North America. We seem to be in the endemic mode of the pandemic, and that, of course, has opened up the world for more travel and access, but we are still facing many challenges. There is still a lot putting pressure on our employees and their families. And, of course, we know that when employees are feeling extra pressure, this puts pressure on our workplaces.

So while it seems like the focus for HR hasn’t changed dramatically, there will be an extra emphasis on a couple of areas that organizations and HR leaders will need to be attended to. In this episode, I explain what they are, why they are important and offer suggestions to address these important priorities.

5 HR Trends for 2023:

Employee Wellbeing
Workplace Flexibility
Employee Development
Automation & HR Tech
Going Further with Equity, Diversity and Inclusion

Helpful Links for this Episode:

Episode 60_Workplace Flexibility Without Work From Home
Episode 57_Quiet Quitting What’s All the Fuss?
Episode 42_Interview with Sharon Nyangweso
Join The HR Mentor Fan Club and get instant access to my Develop Your Annual Intention Workbook.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor, so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals.

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Well my friends, we are here. Pop the champagne!!

The end of Season 3 of The HR Mentor!! So on this season finale I have 5 wonderful new questions from listeners that I am going to answer in this special annual Q & A episode. There is a great mix of guidance for students, new grads and those of you who are early in your career, but with some experience.

I am excited for you to hear them.

Here are the five listener questions I answer in this episode:

How do you gain specific HR skills as a student?
As a student which areas of HR should I focus on for my career?
What kind of certifications can we obtain to go further in an HR career or get a great job after graduation?
If you have experienced moving from a job with high responsibility to one with lower responsibility, how do you deal with the feelings associated with that, like feeling you are of lesser value (even though that’s not true)?
How can you grow in an organization where your manager does not support opportunities for growth and development?

Helpful Links for this Episode:

Episode 46: Stand with Ukraine
Episode 52: Why Job Targets Matter and How to Identify them
CPHR Competency Framework (Canada)
SHRM Competency Framework (U.S.)
Quake Lab Learning
Canadian Centre for Diversity and Inclusion
Get The HR Interview Question Guide Instantly!
Join The HR Mentor Fan Club and get instant access to my The HR Interview Question Guide
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

Now you will also get instant access to The HR Interview Question Guide. Before your next HR Interview make sure you get your copy!

See you in 2023!

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If you’ve been listening to me for a while, you know I like to dispel myths and simplify the path to your ideal HR role. And today’s episode is no exception. A lot of early career job seekers and students are hesitant to reach out to potential employers because they fear they will be seen as annoying or pushy. But nothing could be further than the truth. In fact, what you may not realize is that following up with a potential employer is one of the most powerful actions a job seeker can take as long as it's done the right way and at the right time. And today, I am going to teach why follow-ups are so powerful and how you can follow up with a potential employer in a way that will have you entertaining a job offer in no time.

Here are three points in the process perfect for follow-up:

Before you apply (not a typo!)
After you apply
After the interview

Helpful Links for this Episode:

Episode 60: Workplace Flexibility Without Work from Home
Episode 8: The Importance of Making Connections
Episode 41: Prepare for your HR Job Search
Get The HR Interview Question Guide Instantly!
Join The HR Mentor Fan Club and get instant access to my The HR Interview Question Guide
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

Now you will also get instant access to The HR Interview Question Guide. Before your next HR Interview make sure you get your copy!

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Today, I want to talk to you about a trend or scenario that is causing concern for both employers and job seekers and share some thoughts on what I think you can do about it.

This trend is workplace flexibility.

Everyone wants it and employers are scrambling to figure out how to offer it and still run their business or organization. In this episode I am going to offer a few suggestions for both sides of the employment relationship; employees or potential employees and employers. Because when it comes to this item in the negotiation I believe there are some win-win options even without working from home.

Here are five options that I believe job seekers and employers can negotiate to address the flexibility desired by employees without working from home:

Flexible start and end times
Banked over-time for extra leave
Compressed workweeks
Expanded and flexible leave plans
Other creative ways (pets, clothes, longer lunches, nap rooms)

Helpful Links for this Episode:

City of Merritt 4-Day Work Week Pilot
Microsoft Japan 4-Day Work Week
Episode 56: Where are all the Workers
Episode 57: Quiet Quitting - What’s all the Fuss?
Get The HR Interview Question Guide Instantly!
Join The HR Mentor Fan Club and get instant access to my The HR Interview Question Guide
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

And if you want to share your positive emotions about The HR Mentor I would love to hear from you!

Please leave a review and a rating on Apple Podcasts, Podbean or Spotify or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

Now you will also get instant access to The HR Interview Question Guide. Before your next HR Interview make sure you get your copy!

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In this episode of The HR Mentor we have a fantastic guest!

Heenle Turner is the Vice President of Content and Consulting at the ALL IN Company, and a certified HR Professional passionate about finding creative solutions to help businesses succeed. She has provided consulting services to more than 200 businesses of varying sizes and industries. This extensive experience in sales, customer service, and people management uniquely positions her to collaborate with entrepreneurs when it comes to recruiting, hiring, and retaining 5-Star Employees: committed candidates who share the company’s values and go above and beyond to achieve results.

During our conversation, Heenle shared her career journey, tips for hiring 5-Star Employee, insight on how to retain those fabulous employees and a whole lot more!

We also talk about the hit-show Severance, quiet-quitting and how Steve Jobs life and design philosophy might help you.

Heenle also offers a free gift to anyone who listens.

You can find that and more in the helpful links below:

Here's the link to the litmus test: https://www.5staremployees.com/hireright
Connect with Heenle via email or on LinkedIN
Listen to Episode 57 - Quiet Quitting - What's All the Fuss?
Read Steve Jobs: A Biography by Walter Isaacson
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

And if you are enjoying The HR Mentor podcast I would love to hear from you!

Please leave a review and a rating on Apple Podcasts, Podbean or Spotify or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program!

As always, thank you so much for listening!

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Has anyone ever told you to calm down, told you that you were overreacting or being too emotional? Have you ever felt like you had to hide how you were feeling at work, with friends or family?

I’m pretty sure everyone has experienced this at some point. And as an HR professional have you ever had a Manager or colleague tell you, they can’t stand it when people bring their feelings or emotions to work?

That’s a big yes for me. There are countless memes and jokes in HR circles about employees and their emotions and I admit I have shared a few stories in my day about what I have categorized as “extreme over-reactions” and emotional displays to small organizational changes such as moving a piece of furniture.

And while these situations make for entertaining social media posts and fodder for post-week HR social hours, they are also very important. Emotions have important value both at work and for us personally.

In today’s episode, I am going to share why I think emotions are important, why they shouldn’t necessarily be checked at the door to the office and how you can value and manage your own emotions so that you can comfortably bring them to work with you.

I hope this episode helps you reframe emotions at work and makes you feel empowered to embrace this very normal human experience!

Helpful Links for this Episode:

Truth and Reconciliation Committee calls to Action
Latest Statistics on Indigenous people in Canada
Episode 18: Three Strategies to help you Tackle Difficult Conversations
Join The HR Mentor Fan Club and get instant access to my Courageous Conversations Audio Lesson
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

And if you want to share your positive emotions about The HR Mentor I would love to hear from you!

Please leave a review and a rating on Apple Podcasts, Podbean or Spotify or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also get instant access to my Courageous Conversations Audio Lesson to help you express your emotions at work!

As always, thank you so much for listening!

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There is no more perfect day than Labour Day to talk about what seems to be on every employer’s mind - quiet quitting.

In this episode I am going to share my perspective on this latest buzzword and offer you a few ideas on what to do, or not to do about it as an HR professional.

If you have thoughts or ideas on this topic after listening, I would love to hear from you. Drop a message on LinkedIn or send me an email at melanie@unicorngroup.ca.

Helpful Links for this Episode:

CNBC Article & Video - How ‘quiet quitting’ became the next phase of the great resignation by Anuz Thapa
Harvard Business Review Article - Quiet Quitting is about Bad Bosses not Bad Employees by Jack Zenger and Joseph Folkman
Employee Engagement A Literature Review by Kular, S. et al.
CBC Article, Quiet quitting isn't really quitting, but it is forcing employers to adapt. by Jenna Benchetrit
Episode 16: How to Build Trust in Your HR Role
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program launching soon!

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Has anyone asked you lately, "Where are all the workers?"

I’m guessing if you are in an HR role you have probably heard this question multiple times. I know I have!

And while you may have some ideas as to what is happening in the labour market right now, you may not feel totally certain. Don't worry, this episode will help you answer this question next time you get asked!

In episode 56 of The HR Mentor, I am answering this question with some facts about the labour market and what I believe is happening. And don’t worry, I am backing it up with information and ideas from people who make it their living to know this stuff!

I will also share some thoughts about what you in an HR role and your HR department can do to help address the very real challenges employers are facing in the labour market right now!

Helpful Links for this Episode:

Learn more about David Foot and check out his publications and the book, Boom, Bust & Echo, How to Profit from the Coming Demographic Shift.
July Labour Market Statistics
Zimonjic, P. (2022, April 28). Canada’s working-age population is older than ever, StatsCan says. CBC. https://www.cbc.ca/news/politics/canada-working-age-poupulation-census-1.6432398
Read Josh Bersin’s latest research on the labour market and where organizations should focus their attention.
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program launching soon!

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In today’s episode, I have a special treat for you. Today what you will hear on the podcast is a sneak peek into my HR Career Accelerator program.

This program is a six-module online course designed to take you from an HR job seeker to an HR job offer, which is a journey I know so many of you are already on. The good news is registration is opening soon (July 2022)!

Today I am sharing an audio version of one of the video lessons from the beginning of the program called The “Big” Problem. In this lesson of the course, I share what I believe are the biggest challenges to landing that first HR role.

Summary of this episode:

The big problem with finding your first HR role can be broken down into four smaller problems.
Problem 1 - There are no HR departments that look exactly alike
Problem 2 - Most HR roles require some level of experience
Problem 3 - The profession lacks an articling, internship or ‘common’ career path
Problem 4 - HR is a broad profession with lots of possible career paths
If you want to move from an HR job seeker to an HR job offer, sign up for The HR Career Accelerator Program. If you are signed up for the newsletter you’ll be the first to know when registration opens.
And if the program is not right for you, use this information to help you tailor your job search and create your own personal internship or experience career path.

And if you want to get a discount on the program when you register make sure you have this discount code on hand: HRMENTORPOD

Here are some helpful links related to this episode:

Episode 54: The Inside Scoop on Job Boards and Entry-Level Recruitment with Steven Rothberg
Episode 41: Prepare for your HR Job Search
Episode 3: How Your Values Impact Your Career and Job Search
Episode 8: The Importance of Making Connections
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program when registration opens.

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Today on the show, my guest is Steven Rothberg.

Steven is the Founder and Chief Visionary Officer of College Recruiter job search site. At College Recruiter, they believe that every student and recent graduate deserves a great career. Over the course of a year, College Recruiter helps seven million students and recent graduates find part-time, seasonal, internship, coop, apprenticeship, and other entry-level jobs. At any given time, there are several million jobs advertised on College Recruiter globally.

If you are a University of College student or a recent graduate, this conversation is for you! I recommend you take some notes and check out College Recruiter today. Steven and his team also have an awesome blog with lots of advice for employers and recent graduates.

In this episode, Steven and I discuss how University and College students can maximize their success in the job market and stand out as applicants. We also discuss when and how candidates should reveal if they belong to an equity-seeking group and some recent trends in diversity recruitment that job applicants should be prepared for. Finally, Steven shares what he is working on at the College recruiter and offers some sage advice through my speed questions. I think you will get a lot out of this conversation.

Summary of key points in this episode:

Nothing is forever (except the Toronto Maple Leafs Stanley Cup draught!) Pick a career path that is aligned with your values and strengths at the time, pursue it with passion, and expect accidents and pivots along the way.
Students who want to secure professional roles after graduation should pursue part-time related work, internships or co-ops while they are still pursuing their studies at University.
It is a common mistake for students to wait until graduation to begin pursuing professional roles - be the exception!
The school you attended and your GPA are less important for employers than you believe them to be. What employers really care about is how low-risk you are as a potential employee.
If a co-op or internship through your college or university is out of reach for whatever reason, don’t let it stop you! Create your own and be open to checking out other locations.
Proposing remote work is also an option to consider. However, the best time to do this is before you start the process with the employer. Set up an informational interview and see if it’s an option. Most employers are set up for remote work these days and if you make a compelling case will agree to your proposal.
An informational interview can help reduce the risk to the employer of hiring you.
Steven recommends looking for affinities with a potential employer and the people who will be on your hiring panel. Finding a personal connection with them can help you stand out as an applicant.
I asked Steven about how applicants can stand out when they do apply. His advice - pay attention to keywords! If the employer says “HR” in the job ad, you should say “HR” in your application; not Human Resources.
Answer your phone if you are applying for jobs! Most employers use phone screenings as the first point of contact. And make sure your outgoing message is professional for the times when you can’t answer the phone.
When you do get the call, make sure you listen to what the employer is asking you.
Be prepared for possible text screening interviews. More and more organizations are incorporating “blind” screening methods to prevent bias and discrimination early in the process. Be professional and take your cues on communication from the person interviewing you through text.
I asked Steven about his advice for candidates on when they should reveal their diversity status to an employer, specifically in a situation where they are not giving preference to candidates that represent an equity-seeking group, but rather when employers say they value and embrace diversity, equity and inclusion. His advice is to balance out the risk and the upside to determine what to say and when.
In the labour market of today, you may be willing to assume more risk because you will want to know where the employer stands and if they don’t truly value diversity, you may want to pass on working for them.
I loved how Steven answered my first speed question where I ask him which organization in the world he would work for. He shared three things he would look for that you may want to consider when you are preparing for your job search. Listen to the end of the episode to learn what he said!
Yummy…Mackintosh Toffee - It was always my favourite candy bar growing up!

Helpful links from this episode:

Visit the College Recruiter website today - https://www.collegerecruiter.com/
Check-out Steven’s podcast - The Job Board Geek
Connect with Steven on LinkedIn - https://www.linkedin.com/in/stevenrothberg/
Read “Traction: Get a Grip On Your Business” by Gino Wickman
Learn about how to set up an Information Interview in Episode 8: The Importance of Making Connections
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program launching in July 2022.

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Many of us are uncomfortable talking about ourselves, especially at events and during networking opportunities. As a shy extrovert, I used to find engaging with people I didn't know and talking about what I do and what I am passionate about very uncomfortable. But I also learned over the years, that being able to do this is critical to career success.

This episode is for those of you that have the same experience.

Because to be honest, connecting with other professionals, potential employers and mentors is one of the best ways to find that first HR role or level up your career to a new opportunity. So it is imperative that you get better at speaking with ease. Building your personal and professional network is a critical component of a successful HR career so embracing the skills and tools that make it easier earlier in your career will help you get better over time and help boost your confidence.

In this episode, I am sharing some tips to help you get over the awkward moments and learn to promote yourself and speak with ease.

Key points in this episode:

There are two aspects to speaking with ease. First, there is what you say, second, there is how you say it.
Developing an elevator pitch that highlights the value proposition you offer and the employer as well as where you are and where you are headed helps you prepare in advance of an event or networking opportunity.
The elevator pitch can be used for networking, answering the Tell Me About Yourself interview question, or when you are setting up informational interviews.
Preparation is half the battle. Prepare your elevator pitch and some possible questions to ask the people you are talking to. You should also prepare answers to questions you might be asked.
How you show up physically also matters.
Demonstrate confidence through your appearance, eye contact, smiling, and physical demeanor.
Practice makes perfect!
Conclude with a thank you that is short, sweet, personal and polite. :)

Helpful links in this episode:

Episode 5: Be Prepared and Ace the Interview
Episode 41: Prepare for your HR Job Search
Episode 4: Market Yourself for Job Search Success
Episode 8: The Importance of Making Connections
Episode 52: Why Job Targets Matter and How to Identify Them
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program launching July 2022.

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Not every employer with an HR job is going to be one that you should be pursuing. That’s right, I said it. You should not be applying for every single HR job you see posted.

You see, in the same way an employer will target certain job candidates so that there is a higher possibility of a successful match, you don’t want to apply to every employer because when you target your choices you increase the chances that there will be a successful match. It takes a lot of effort and energy, emotional and otherwise, to put together your application for a job - any job! So why would you put that effort into applying for a job that is not going to be a match?

In this episode I am explaining why I think targeting your job search to a more narrow list of employers, roles and industries is a good idea and I share two methods to help you identify your job targets. You may end up with more than one job target, but by narrowing this list you are going to more quickly move from being a job seeker to a job offer. And that, is a very good thing!

Summary of Key Points in this Episode:

Identifying job targets are important for three key reasons:
- Going through the exercises to identify job targets helps you get to know yourself better and this is an important part of the job seeking process.
- It will make it easier to make connections and build relationships which is critical to career and job search success.
- It will make your job search and the selection process a lot easier!
There are two process you can use to help you identify your job targets.
- Visioning exercises (find a quiet place and grab a pen and notebook)
- 5 elements method (you still probably need a quiet place and you definitely need to write some thoughts down)

This episode provides a couple of practical exercises, but may require you to pause, think and write in order to get the most out of it so I recommend you listen to it once all the way through (its only 20 minutes!) and then set yourself up at a desk to do the exercises and pause the audio when you need to.

Helpful links in this episode:

Episode 5: Be Prepared and Ace the Interview
Episode 41: Prepare for your HR Job Search
Episode 3: How Your Values Impact Your Career and Job Search
Episode 8: The Importance of Making Connections
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

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As I have talked about many times before on this show, getting that first opportunity can be challenging. You may not quite have enough experience that potential employers are looking for and you may be lacking the confidence needed to put yourself out there and sell an organization on what you can offer. These are of course skills you can develop once you know-how.

One way that some job seekers stumble in the process is when it comes to providing references. Last year I interviewed my good friend and colleague Joel Peterson and we talked about the importance of reference checks for employers. You can listen to our conversation by checking out Episode 39 of The HR Mentor. And while we did briefly cover how to select a reference, in this episode I share some more specific advice on how to chose the best references for your next job competition and address some of the common missteps I see emerging professionals make with this critical process. Because why would you want to get all the way to the end of the process and then blow the opportunity because you weren’t prepared?!

Summary of key points in this episode:

Preparation is important for a successful reference process.
Selecting the right reference is critical. The right reference depends on the job you are applying for and the experience and competencies they require.
Preparing your referees for the call is equally important. Make sure they know the job you are applying for and what information they can share to best present you to the employer.
Always thank your referees, especially if you didn’t get the job. You may need their support in the future and a heartfelt thank you goes a long way.
You may want to choose references other than your current or past Manager or Supervisor, but make sure it is relevant to the role.
Options for references could be co-workers, people you volunteered with, consultants or clients, professors, and potentially co-workers.
Regardless of who you chose to speak on your behalf, explaining to the person checking your references what their relevance is to the process is helpful. Give them some context and they will be more likely to accept a non-traditional referee.

Helpful links in this episode:

Episode 39: The Art of Reference Checks with Joel Peterson
Episode 41: Prepare for your HR Job Search
Learn how to support Indigenous People in Canada - Check out my In Solidarity page
Sign up for the Newsletter to get notified of the HRCA Launch and remember your discount code HRMENTORPOD

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcast
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

You will also be eligible for an exclusive discount on the HR Career Accelerator program launching once again this summer.

As always, thank you so much for listening to this episode. Your time is greatly appreciated.

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Today feels pretty special to me because this is my 50th episode of the HR Mentor!!

Thank you so much for listening and for supporting me on this journey over the last 2.5 years. It has been an absolute privilege to share this content with you.

Today’s episode is also special because I created it for a specific group of emerging professionals. It was inspired by this comment from a listener, Traci Carmen.

“I recently started listening to your podcast and wanted to sincerely thank you for sharing your experience and expertise. I've been in HR for 3.5 years with about 3 of those years being a coordinator. I've take moved into an HR Generalist position and really lack confidence in this role. I find your podcast so calming and informative and it gives me guidance in all areas I need!

One piece of advice you gave was so helpful- swim in your own lane. I've decided I'm not necessarily an expert at the things I'm doing, so am focusing on becoming one so that I can speak to all I do with absolute confidence. Thank you again for this wonderful resource and response :)”

Traci, this episode is for you and all the other HR professionals out there making the leap from their first HR role to a more advanced one.

It is not unusual for emerging professionals to feel a lack of confidence when transitioning from their first role to the next and imposter syndrome is a very real experience. Like many of you, I also experience doubt and a dip in my confidence when I start something new. This podcast is a perfect example. But, like most things, I figured it out over time and with a lot of help and support. And, you will too.

In this episode, I share five strategies to help you make the leap from an entry-level HR role to something more advance.

These five strategies are:

Get clear expectations on your role and client group
Focus your time on understanding over advising
Increase the time you spend learning
Seek feedback often and from the right sources
Explore HR niches

Here are some helpful links related to this episode:

Episode 7 - Make an Impact in Your First 90 Days
Episode 26 - Career Confidence Boosters You Need Now
Insight - by Dr. Tasha Eurich
Join The HR Mentor Fan Club Today!

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

As always, thank you so much for listening to this episode. Your time is greatly appreciated.

Here's to another 50!

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When I say the word networking, what is your reaction?

Do you instantly feel nervous? Confused? Overwhelmed?

If you are presented with an opportunity to go to a networking event, do you start thinking up excuses to get out of it?

If the answer is yes, you are in good company. Most of the emerging HR practitioners I talk to have a fear of networking and I was one of them. Despite being extroverted, I am a shy person and I do not like approaching people I don’t know and making small talk with them. I would only attend networking events if I knew other people were going and I could talk to them. As soon as I was left on my own I would head to the washroom or go home. Attending networking events was just not my scene.

But, I also knew that it was essential to a successful HR career and in fact, it is still essential to my career as a professor and consultant. So, I knew early on in my career I had to figure out how to get over my fear and embrace this important activity and overcome my fear.

If you can relate to my experience this episode is for you. Today I am going to share why I think people (like me) have a fear of networking and share a couple of tips to help you move past this fear so that you can take advantage of all the benefits networking can offer to your HR career.

Here are the four reasons I believe people fear networking:

They don’t understand the point of networking.
They don’t know where to start or what to do.
They don’t know who to network with.
They fear the rejection that might come with it.

In this episode, I share two core tips to help you overcome your fear of networking:

Reframing what networking is.
Knowing who to network with.

Here are some helpful links and resources to help you on your networking journey:

Episode 8: The Importance of Making Connections
Episode 9: Interview with Dean Lemphers Part 1
Episode 48: Follow Your Passion with Sarah Wade
Sign up for my Newsletter

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

As always, thank you so much for listening to this episode. Your time is greatly appreciated.

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One of the best things about being a University professor is getting to meet up and coming professionals. I get to see them when they are figuring out what they want to do and how they see themselves contributing. And in some cases, I have an opportunity to play a small role in their thought process. Every once in a while I meet students who I just know are going to make meaningful contributions no matter what path they chose to follow. Today on the HR Mentor I am sharing a conversation with one of those students.

Sarah Wade is an HR professional with a passion for helping others in their careers. She completed a Bachelor of Business Administration with a major in Human Resource Management in early 2021 and then moved to Toronto to start her HR career. Since then, Sarah has worked as a Campus Recruiter, and as a Campus and Diversity Events Coordinator.

One of the things I have always admired about Sarah and I admired even more after this conversation, is her passion for whatever she does. I believe that your career path should inspire a sense of joy and meaning in your life and Sarah definitely embodies both. Not only has she been able to pursue roles and a location that was aligned with what she wanted to experience she has a deep desire to help others realize the same and wasted no time doing so when she recently started her own podcast to help students and young professionals in their careers. Jumpstart Career Cast is an incredible resource for anyone looking for advice on how to start their career and engage in the wild west of job searching.

In this episode, Sarah shares some incredible advice and some inspiring stories about finding success with your job search and career. You will learn about the serendipitous moment that helped her land her first HR role, but also the strategy she used and practiced to help her be in the right place at the right time doing the exact right thing!

Sarah also shares some wonderful wisdom about life, career, and how to keep it all in balance. So much wisdom for such a young person! I am so proud of Sarah and all that she has done and I hope you enjoy listening to us talk as much as I enjoyed the conversation.

Here are some helpful links to support this episode:

Connect with Sarah on LinkedIn - https://www.linkedin.com/in/sarahfwade/
Read Eat, Pray, Love by Elizabeth Gilbert
Read The First 90 Days by Michael D. Watkins
Listen to the Jumpstart Career Cast today!

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

As always, thank you so much for listening to this episode. Your time is greatly appreciated.

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A lot of HR professionals and new grads shy away from job opportunities in smaller or more remote communities. But my guest in this episode, Justin Hardy, did the opposite and as a result, has been able to gain some incredible experience early in his career.

Justin is from a small town in the Interior of BC called Logan Lake with a population of about 2,000 people. He achieved his bachelor’s degree in Psychology at Thompson Rivers University (TRU) in 2017.

A major academic accomplishment during his studies was presenting the results of a large research project that he had conducted with a group of his classmates at the TRU 2016 Undergrad Research and Innovation Conference. After receiving his degree he found his passion in human resources and has enjoyed both studying HR and working in the field.

An achievement Justin is proud of in his professional career is developing, designing, and facilitating the City of Nelson’s new employee orientation program. During his time working for the City of Nelson Justin also fell in love with the Kootenays and is happy to work for the people of the Basin on a daily basis at Columbia Basin Trust. In his free time, he enjoys creative writing, reading, exercise, and technology. He also likes playing board games with friends, spending time with his Nieces, as well as video games, animals, music, and movies.

In this episode, Justin and I discuss his career path, how he found HR, and life in a small town. Something this girl knows a little about. It was a great conversation that I am proud to share with you.

Here are some helpful links related to this episode:

Learn about the Columbia Basin Trust
Read "Can't Hurt Me: Master Your Mind and Defy the Odds" by David Goggins
Connect with Justin on LinkedIn

If you are feeling generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

And if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more.

As always, thank you so much for listening to this episode. Your time is greatly appreciated.

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On February 24th, 2022 Vladimir Putin launched a full-scale invasion of Ukraine. This was an unprovoked attack on a sovereign democratic nation that has resulted in the incredible destruction of many cities and villages of Ukraine, their infrastructure, and a significant loss of life to both soldiers and civilians.

As a Ukrainian-Canadian, I am terrified for my family that lives in Ukraine. I fear for their safety, their health and wellbeing, and the loss of their peaceful way of life. As a human being, I am devastated by the complete disregard Putin has for human beings and humanity.

As we all watch this horror play out from the safety of wherever we are, we may feel lost and unsure of what we can do. This is of course normal. I have had so many friends, family and colleagues reach out asking what they can do to Stand With Ukraine.

In this special episode, I share my personal story and connection to Ukraine and provide options for you to take action and help Ukraine and the Ukrainian people.

The only way this war ends is if we all #standwithukraine.

Дякую! (Thank you!) Слава Україні! (Glory to Ukraine)

I will continue to update resources on my website on www.unicorngroup.ca/stand-with-ukraine.

Make a Donation:

Ukrainian Canadian Congress-Canada Ukraine Foundation Humanitarian Appeal: https://www.cufoundation.ca/
Canadian Red Cross - Ukraine Fund - https://donate.redcross.ca/page/100227/donate/1?utm_source=google&utm_medium=cpc&utm_campaign=%28EN%29+Emergencies+-+Ukraine+Humanitarian+Crisis+Appeal&gclid=CjwKCAiAg6yRBhBNEiwAeVyL0F9vDa214x2Z48QMG420YAvayN7LQYrileYEa8KTOAYY3zIX02cTRxoC0zAQAvD_BwE
UN Refugee Agency for Ukrainians fleeing the war: https://give.unhcr.ca/page/100190/donate/1
The Canadian Association of University Teachers and Education International Solidarity with Ukraine Fund: https://www.caut.ca/latest/2022/03/urgent-appeal-solidarity-ukraine
Kamloops-Kelowna Ukrainian Foundation https://www.ukrainian-canadian-support.com/
Razom for Ukraine-- a leading civil society organization engaged in extensive humanitarian, logistics and civic efforts: https://razomforukraine.org/
Come Back Alive--helps Ukraine's Armed Forces via technical assistance, supplying armor and medical equipment. https://www.comebackalive.in.ua/

Reliable Local Media to Follow:

Kyiv Independent - https://kyivindependent.com/
Ukrinform - https://www.ukrinform.net/

Write a Letter to Your Elected Officials:

UCC Letter Template - https://www.ucc.ca/2022/02/25/write-to-your-mp-ukraine-needs-canadas-help-now/

Attend a Rally:

Connect with a Ukrainian Canadian Congress Branch - https://www.ucc.ca/ucc-near-you/
Search the hashtag #standwithukraine or #rallyforukraine on social media

Support Ukrainian People & Businesses Directly:

Buy from Ukrainian Sellers on Etsy - https://www.etsy.com/search?q=ukraine%20sellers&ref=auto-1&as_prefix=ukrain Buy some beautiful digital art - share it on your social media and credit the seller.
Rent an Air BnB in Ukraine - https://www.airbnb.ca/s/all?query=ukraine
Rent a Ukrainian Property through VRBO - https://www.vrbo.com/en-ca/vacation-rentals/ukraine

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At the start of 2022, I set an intention. I do this every year over the winter break to help me stay aligned with my values and goals. This year, my intention is wellbeing.

Like many of you, 2021 was not kind to my health; both mental and physical. There was so much going on with the pandemic and all of the constant changes and adjustments that came with it. And then of course those of us living in B.C. experienced extreme weather and destruction in three of the four seasons. It was exhausting just getting through each day and week. And unlike other tough years, 2021 seemed to lack an important ingredient; hope.

2022 started off a little ugly with Omicron and of course, the convoy craziness that I was not able to turn off, but despite that, it does seem a bit more hopeful and optimistic. At least that’s the attitude my wellbeing intention is focused on.

I know it’s only been two months of living this intention, but I am proud to say putting my attention on my own wellbeing has highlighted a very important strategy for success. And although it is multi-faceted, I have been able to boil it down to one word; and that word is not what you think!

Here is a summary of this short and sweet episode:

Last year I created a wonderful decision-making tool to help me stay focused and I am still using it because it works! But what I realized early this year is that just having that process wasn’t 100% foolproof.
One important word my decision-making process led me to was "no." But sometimes just saying no isn't enough if you feel shame or guilt or fear after you say it.
I share a personal example of how this realization came to me and how a clearer definition of shame versus guilt was helpful. In her book, Daring Greatly, Brene Brown explains the difference between shame and guilt. She says, “Shame is a focus on self, guilt is a focus on behavior. Shame is “I am bad.” Guilt is “I did something bad.” How many of you, if you did something that was hurtful to me, would be willing to say, “I’m sorry. I made a mistake?” How many of you would be willing to say that? Guilt: I’m sorry. I made a mistake. Shame: I’m sorry. I am a mistake.”
In order to overcome these feelings, I tapped into Brene's recommended antidote - empathy.
Here are a couple of suggestions on how to extend empathy to yourself and support your wellbeing.
- journal a list of recent accomplishments
- recognize your humanity and vulnerability
- approach negative emotions with a perspective of curiosity
- talk to yourself like you would talk to your best friend
The next time you feel your wellbeing slipping away from you because you are sacrificing it to appear good and worthy to others or to live up to unrealistic expectations or standards, remember the one word that is essential to your wellbeing; empathy.

If you enjoyed this episode or any other, consider sharing your love with a review and a five-star rating on Apple Podcasts, Spotify or Podbean. And if you haven’t already subscribed, be sure to click that button wherever you are listening.

As I mentioned at the beginning of this episode, if you are serious about building your HR career and you want to support the HR Mentor, consider getting a membership.

The HR Mentor Fan Club is a virtual space where you can get access to special bonus episodes of the podcast, resources, and free downloads as well as a chance to access special discounts on future programs.

If you join today, you will get instant access to my decision-making tool to help you say no to activities that aren’t aligned with your values and goals and much more. In March we will be adding a special episode of The HR Mentor where we teach you how to approach some of the toughest interview questions you may face. If you don’t want to miss out, join today.

Join The Fan Club Today!

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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Welcome to Season 3 and episode 44 of The HR Mentor Podcast!

I kick off this season talking about my latest project, The HR Mentor Fan Club! This is a membership site for those of you that are serious about your HR career and who love The HR Mentor. For less than a cup of coffee and a cookie each month, you can get access to bonus episodes, free resources, exclusive discounts, and a chance to keep The HR Mentor Podcast advertisement free!

You can join the club and learn more here: https://unicorngroup.kartra.com/page/fanclub

Now, for episode 44! I thought it would be fun to kick off this episode, season, and the year 2022 with a look at some of the emerging trends and priorities in the HR field. These trends are affecting our global HR community and regardless of whether or not your organization is ready to embrace them, you will be better off if you are aware and prepared for their emergence.

Here is a summary of this episode:

[06:45] - The five priorities I see as particularly important right now are:
Internal recruitment and development
EDI Action
AI & Automation
Employee Wellbeing
Virtual and Hybrid work
[07:10] - Let’s talk about internal recruitment and development. In B.C. there is a prediction that the province will produce 1 million new jobs by 2031. We also have very low unemployment across Canada and recruitment and retention is the biggest challenge most leaders identify right now.
[09:05] - Internal recruitment and developing internal talent is going to be a huge focus for organizations and HR teams are going to have to shift their focus to workforce planning, succession planning and development programs.
[12:27] - The second area of HR that I believe will be a huge focus for HR professionals. We have done a lot of talking about EDI and reconciliation, but how much have we done to make our organizations more inclusive and make everyone feel as though they belong? It’s time to stop talking and start taking action. I offer some suggestions on how to do just that.
[15:12] - The third area of growth I see in HR is AI & Automation. Technology is a huge opportunity to reduce time to hire, improve our efficiency in HR and move our work from administrative to transformational.
[17:41] - The fourth and fifth areas of HR that I think will be prominent for our profession are Employee Wellbeing and Virtual and Hybrid work. I also think these two are closely connected.
[25:21] - Sometimes as HR professionals we think that we need to figure everything out on our own, but don’t be afraid to ask for help with any of these areas. I often made changes in my organization and developed my own skills through my network.

Here are helpful links to supportive resources, relevant episodes, and a link to sign up for my weekly newsletter and The HR Mentor Fan Club Membership!

Quake Lab - Sharon Nyangweso
Indigenous Corporate Training - Bob Joseph
Trans Focus
Check out Episode 25 - How you can Help Bridge the Gender Gap
Check out Episode 42 - Using Human-Centered Design to Implement EDI Strategies with Sharon Nyangweso
Join The HR Mentor Fan Club!
Sign up for my weekly newsletter!

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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I know it’s been more than a minute of lag time since my last episode, but November was a tough month. Actually the whole fall felt like a three ring circus.

There was not only a lot going on with the day-job, but a lot going on personally which I won’t bore you with. What also impacted so many of us here in B.C. is another series of natural disasters with intense flooding. Once again, many people and animals were displaced, had their properties destroyed and more importantly, lost their lives. It has been devastating.

If you can find a few extra dollars right now I encourage you to donate to the Red Cross Flood Relief Fund to help those in need.

Now, for today’s episode, as you may have guessed from the title, I am wrapping up Season 2 and taking a little break till early 2022. It has been an incredible year and I am so grateful that so many people enjoyed the podcast. Remember, if you haven't already, please click the subscribe button wherever you are listening and consider leaving a review on Apple Podcasts, Podbean or a recommendation on my LinkedIn page.

I have four great questions I am going to answer that I think will be helpful to those of you just starting out in your HR career and those of you who may have a little bit more experience.

Here are the four listener questions I answer on this episode:

Is there a future in HR?
Does my HR credentials and education need updating over time? Does my degree lose value?
How do I figure out who to contact for an Informational Interview?
How do I kick start my HR career?

Here are some helpful links that go with this episode:

Episode 40: 3 Career Paths for the Future of HR
Episode 8: The Importance of Making Connections
Episode 2: Three Strategies to Shift Your Limiting Beliefs
Episode 41: Prepare for Your HR Job Search
Updated CPHR Canada Competency Framework
Sign up for my weekly newsletter!
Join the HR Career Café on LinkedIn

Starting your own podcast? Check out my editor's page on Fiverr. Lorenzo always delivers great value and my episodes are always ready in 48 hours. Check out his gig here: https://fiverr.com/share/V7jw35

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

Have a happy holiday and we'll talk to you in 2022!

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I am absolutely thrilled to bring you an incredible conversation I had with a wonderful human who does amazing work in the Equity, Diversity and Inclusion space.

My guest on the show today is Sharon Nyangweso. Sharon is the Founder and CEO of QuakeLab, a full-stack inclusion and change management consultancy that uses human-centered design to help organizations move their commitment to diversity and inclusion from aspiration to action. An empathetic leader with a passion for community and civic engagement, Sharon is a regular contributor and panelist for the CBC, CTV, Rabble.ca and Live 88.5. Sharon immigrated to Canada from Kenya in 2010, and before starting QuakeLab in 2019, she worked with organizations in 11 different countries in varying roles including social advocacy and innovation, community building, accessibility, and content creation.

In this episode, Sharon and I talk about how human centered design or design thinking can offer a path to real change in organizations as well as Sharon’s journey to her current role as Founder and CEO of QuakeLab. We also talk about how emerging HR practioners who are passionate about EDI or who’s organizations are engaging in EDI work can get started and make an impact.

I think you are going to walk away from this conversation with a lot to think about, I know I did!

Here are my key take-aways:

When planning your career ask yourself, "what do I want my life to look like?" [05:40]
Organizations often fail to apply the same rigors to EDI work that they do to other aspects of the organization. This includes clear problem definition, putting humans at the center of the solution and taking clear action to impact change. [09:10]
The first (and most effective step) to address a challenge is to get really clear on what the problem or gap is that you are trying to solve for and taking sufficient time stay in the problem space. Avoid falling in the trap of a "manufactured sense of urgency." [19:11]
"What people are prepared to be uncomfortable with is other people's trauma." But getting uncomfortable means more. It means sitting in the discomfort of the systemic issues that impact people and that we uphold and/or ignore. [25:00]
There is still a very key focus on individual behaviour change when it comes to EDI programs, but we know that behaviour change is very difficult. A better approach is to focus on structural change and in particular building structures to support equity and changing behaviour will hopefully follow the new structure. Organizations can't easily change behaviors, but they can change structure. [31:00]
Ambiguity and lack of clarity in performance management is the most detrimental to women and new immigrants. This is a good example of a structure that many don't associate with EDI work, but it is a system that prevents access to development and upward mobility, in particular because the criteria are not codified. This is a prime spot for unconscious bias to thrive in an organization. [36:15]
One of the ways HR professionals can move EDI forward in an organization is to act like a Trojan Horse. Begin the work and then make the case for what needs to be done and where the impact is to help gather support and resources from across the organization. [42:48]
It is not necessary to have lived experience to engage in EDI work. Empathy is important and useful, but don't let a lack of identity stop you from doing this work. [48:49]
If you are interested in perusing work in EDI and adding value, you need to do a lot of individual work on positionality, increase your knowledge base on the topic and be prepared to do a lot of reading, constant learning and be self-motivated. [53:35]

Helpful Links to Explore:

Follow Sharon on Twitter: @Sharon_Okeno.
Check out QuakeLab and their Consulting and Learning Offerings
Read "The Skin We're In: A Year of Black Resistence and Power" by Desmond Cole
Read "We Do This Till We Free Us: Abolitionist Organizing and Transforming Justice" by Mariame Kaba
Sign up for my weekly newsletter!

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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I really love the fall! There is just something so warm, comforting and inviting about this time of year. There is just something so warm, comforting and inviting about this time of year. Plus I hate being cold so a season where its acceptable to bundle up suits me perfectly!

Many people see the fall as a time to make career moves. It’s not often people will want to change positions in the depth of summer vacation and that usually works well because lots of employers hold off till the fall months to advertise for new roles. The other thing that happens for University students is that semesters end in August and December so this is often an active time of year for many of you to be seeking your first professional role.

Whatever your reason or your career goal, you may find yourself currently in the depths of a job search, on the hunt for a promotion or thinking about getting started with either. If that sounds like you or you just want to learn more about how you can prepare for either, this episode is for you.

Today I am going to share some specific steps you can take to prepare yourself for your HR job search; either to achieve a promotion, a different HR role or land your first HR role. Because as I have talked about before on this podcast, most people start in the wrong place and space with a job search or career change and don’t get the results they want. Finding a great role or that first role might take a bit of time, but it’s not hard once you know what to do and take the necessary steps.

You can download the Prepare for Your HR Job Search Checklist here and see a summary of the show with lots of helpful links at www.unicorngroup.ca/episode-41.

Or you can go straight to the checklist download here: https://unicorngroup.kartra.com/page/beprepared

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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When I first began my HR career in the mid-90’s I had no clue as to what my career path would look like. In fact, I wasn’t even totally sure what a day in the life of an HR professional looked like. I had taken courses in recruitment and selection, compensation, and training and development in my undergrad degree so from my perspective, these were my choices.

And even though I was confident that HR was the right career path for me, I didn’t really understand the variety of options in front of me until I started my career and realized the number of hats an HR professional wears, especially in a generalist role. In my first generalist role at a credit union, I was hired because I had a strong recruitment background and the organization was expanding following a merger. But as I settled into my role I became immersed in many interesting areas of HR and it started to open my eyes to the sheer number of possibilities that existed under this one, overly simplified label of Human Resource Management.

Twenty years later, the HR function in many organizations has evolved as our profession becomes more integral to the strategy, success, and survival of an organization.

In this episode, I talk about three HR career paths that you may have never considered, but that are definitely in demand in our profession.

Even if you aren’t someone like me that enjoys change and describes herself as multi-passionate, you may still find yourself experiencing a variety of roles and functions within your HR career. Because if there is one thing I know for sure its that variety is the spice of any fulfilling career.

For a summary of this episode as well as a number of helpful links, visit www.unicorngroup.ca/episode-40.

And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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I am thrilled to have my good friend and colleague, Joel Peterson back on the show this week. Joel is the Founder and Lead Consultant of Arbutus Search Group, a boutique search firm in beautiful Vancouver, British Columbia. Joel and I spoke last year about all things recruiting and during our conversation, we agreed that an episode on Reference Checks was in our future.

Unfortunately, a lot of employers and HR professionals see the reference check process as a box to tick rather than the huge opportunity it is. When they are done right, references can provide you with valuable insight into your potential candidates that would be impossible to glean from other sources of selection information. In this episode, Joel and I talk about how to approach this important step in the selection process, how to engage your hiring managers, what types of information you should be looking for from referees, and a few stories from our own recruiting trenches.

I also learn a few things about Joel that I did not know before this conversation; things I am never going to forget!

It was a really fun conversation and I hope you enjoy it; as well as learn a few tips and tools to help you in your recruitment efforts.

Here are helpful links to help you connect with Joel, listen to relevant episodes, and a link to sign up for my weekly newsletter!

Episode 14: Interview with Joel Peterson Part 1
Episode 15: Interview with Joel Peterson Part 2
Connect with Joel on LinkedIn
Watch Ace Ventura Pet Detective on Netflix - "alllrighty then!"
Get on the Waitlist for the HR Career Academy
Sign up for my weekly newsletter!

To see a summary of this episode and all previous episodes of the HR Mentor you can visit my www.unicorngroup.ca/episode-39.

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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If you’ve listened to this podcast for a while or know anything about my background, you know that I have changed roles and employer’s a few times over the course of my twenty-plus years in HR. And when I tell people that until I became a professor, I had never worked five years or longer at any one place they often raise an eyebrow with a “there must be something wrong with you” kind of look. But I know that each time I have made a move it was for a good reason and in the best interest of my career or my family or both.

Now I also have a personality that makes me more comfortable with change and I am a bit of a risk-taker so for other people the thought of changing roles or organizations is terrifying. Perhaps that comes from a fear of rejection and maybe it is just a self-fulfilling prophecy. Either way, their fear of the new or the value they placed on security overrides any desire to take action. And so they stay.

And sometimes staying is the right and best decision for all those concerned.

But there are situations where making a move is exactly what that person needs both for their career and their overall health and satisfaction. In this episode, I explore some of the signs that it might be time for you to make a career move.

Honestly, we only get so many trips around the sun and we spend far too much time at work for it to not be an amazing, fulfilling, and satisfying experience!

To access resources to support you if you are having challenges at work that affect your health and wellbeing make sure you check out the show notes and links on my website at www.unicorngroup.ca/episode-38.

Here are some other helpful links and episodes to explore:

Other Helpful Links and Episodes to Explore:

Episode 32: Your Wellbeing Matters with David Trawin
Episode 23: Is An HR Career Right For You?
Get on the Waitlist for the HR Career Academy
Sign up for my weekly newsletter!

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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You have probably heard the term branding as it relates to marketing a product or service. You have probably also heard of branding a company or an organization. You might even have a friend or two that pursued marketing and branding as a career path.

What might be less known to you is the term personal branding. Personal branding is how you present yourself and how you are viewed by the world. It is based on what makes you unique; your skills, experiences, attributes and personality. Some say it is the sum of how people describe you or talk about you when you are not around.

So what does that have to do with your HR Career?

Actually, quite a lot. You, as an emerging HR professional who may be looking for a job or building your career also have a personal brand that tells people what to expect of you if they meet you.

If your brand is communicated in the right way and through the right avenues it can help you stand out, help you make more great connections and ultimately create more career opportunities for yourself both within your organization and outside of it.

In this episode, I talk about some of the best places and ways to communicate your personal brand and share a couple of things you can do today to be more intentional about how you show up online and in person so that the perception you leave people with is the one you want to portray. Being intentional about your brand will not only make you feel more confident, but it will also help you attract the right people to you so that you can realize a satisfying and fulfilling HR career.

Find a summary of this episode with helpful links on my website at www.unicorngroup.ca/episode-37.

If you are feeling extra generous and want to send some love my way, I would be so very grateful for a review and a rating on Apple Podcasts or a recommendation on LinkedIn. And if you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

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I talk a lot on this podcast about the positive aspects of my profession and how to get the most out of an HR career. Mostly, because I really do love my profession and what I do, but also because I believe a lot of emerging HR practitioners would have more positive experiences in their organization and more career satisfaction if they receive some guidance, coaching, and mentoring on how to navigate some of the things they will face. That said, this profession is not without some major pain points!

So, in the interest of having a healthy mix of optimism and realism, I want to flip the script a little and talk about some of the biggest challenges of being an HR professional. I know, every profession has its challenges, but I believe there are some that are unique to an HR role. I also believe that if you anticipate that these are on the horizon or if you are in the middle of some of this discomfort it might help you see your way through.

Regardless of where you are in your HR journey, there are five major challenges that I see in our profession. None of these are insurmountable, but being aware of them is the first step to overcoming them.

If you want to go deeper in your learning and development as an HR professional I also recommend you get on the waitlist for my HR Career Academy program. It is launching in the fall and there will be a special bonus for anyone who is on the waitlist when it goes live. This program is delivered virtually and it is designed to help you set yourself up for an incredible career in HR.

You can find the link to sign up in the show notes of this episode. Which can be found on my website at www.unicorngroup.ca/episode-36.

If you loved this episode or any others, I would love it if you left me a five-star rating and a review on Apple Podcasts. And if you haven’t already, make sure you subscribe to The HR Mentor podcast on Apple, Spoitfy or Podbean.

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Do you ever get that feeling that the role or organization you are in is just not quite a fit? It may be painful or uncomfortable or perhaps you just feel some apathy or a general lack of satisfaction. Maybe you love the organization and the industry, but you feel you have accomplished all you can in your current role and you’re ready for more?

This is a normal occurrence on many career journeys. I have been there a couple of times myself over the last twenty-plus years. First of all, I want to assure you this doesn’t mean you picked the wrong career or that you have to even leave your organization, but what it might mean is it is time to level up your career alignment.

Whatever the reason, if you aren’t feeling a level of joy, excitement, or “let’s get this done” attitude you could be ready for a new challenge, a new opportunity, or a new path for your career. Ultimately, maybe its time to level-up your career alignment!

To help you navigate this, I have a mashed-up process you can follow. It's a combination of gap analysis, self-awareness, and positive visualization. Yes, I like to use all my tools to tackle big challenges!

Here are the five steps I recommend:

Know what’s important to you (really important)
Imagine how changes in your professional life could create greater alignment to what is important for you?
Consider what’s not working for you right now - what are you accepting that you shouldn’t and that’s holding you back from what you want?
Brainstorm all the ways you can bridge the gap.
Make a plan with deadlines and slay it!

You can find the show notes for this episode and helpful links at www.unicorngroup.ca/episode-35

Thanks for listening!

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As an HR educator I am often approached by new graduates or soon to graduate students for advice. And one of the most frequent questions I get asked is, "can you tell me what I am doing wrong with my job search?" This usually comes after they tell me that they have been applying on HR jobs for months, they have tried literally everything and they are getting nowhere. And worse, they are now feeling depressed, frustrated and overwhelmed and they are doubting whether or not they have chosen the right career path.

Sound familiar?

If it does, then this episode is for you.

In this episode I share 6 common mistakes that HR Job Seekers make, especially when they are just starting out. Speaking from personal experience and countless conversations with HR grads, I know that you are putting in the effort, but I also know that all that effort focused on the wrong actions will only lead to more frustration rather than what you really want, you first HR job! You can find some helpful links and a summary of this episode at www.unicorngroup.ca/episode-34 SPECIAL OFFER: If you are looking for your first HR role and you would like some help with the process you may want to check out my brand new HR Career Accelerator program. It is a rare opportunity to attend a LIVE Virtual Workshop with me with a ton of support to help you find that first HR role. You can learn more and register as well as receive a complimentary three-part video lesson called 4 Essential Strategies for an HR Job Search using this link. https://unicorngroup.kartra.com/page/hrcaform I hope to see you there!

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If you are a regular listener or you follow me on social media, you know that one of my strong beliefs is that building solid relationships is absolutely essential to a successful and fulfilling HR Career. When I look back over my twenty-plus years as an HR professional, I can honestly say that 99.9% of my success and happiness with my career has come from building strong, positive relationships.

My knowledge, my technical skills, and my ability to problem solve, write, present, etc. are all important, but when it comes to success and fulfillment, all the credit goes to relationships.

Yes, it is important to do good work. But, in order to really be successful in this profession, we also have to be human. Sometimes I think that is lacking in many organizations and sadly HR departments. What’s worse is that it's often the HR professionals who lack this human perspective that wonder why people won’t work with them or hate HR.

Showing interest and genuine care for other people goes a long way, but being interested in others in a sincere way and really caring is what is needed. I don’t just build relationships to get ahead in my career, but I do it because it feels good and I generally like people. Plus I know that in order to my job well, I need to get to know what the real issues are, and that means getting to know people, the humans doing the work. Without that understanding how can I possibly come up with real solutions?

In this episode I share five things you can do today, regardless of where you are in the org chart, to help you become a better relationship builder. Let's face it, work is way more fun if you work with people you like and respect, and the only way to like and respect people is to build relationships with them.

Here are the five actions you can take to build better relationships today:

Become more self-aware
Be interested rather than interesting
Look for ways to collaborate
Take initiative
Be a positive force

Learn more, find the show notes and check out some helpful links on my websites at www.unicorngroup.ca/episode-33

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Did you know that 1 in 2 Canadians have or will have a mental illness by age 40 and that a lack of mental wellbeing is the leading cause of workplace disability keeping some 500,000 employed Canadians from attending work each week? I think that’s a staggering statistic. And it’s not just in Canada. The estimate worldwide is that 450 million people are currently struggling with their mental wellbeing.

And while many people feel comfortable talking about their mental health, one group of people who are more likely to suffer in silence are men. Men often avoid talking about their mental wellbeing because they feel a strong need to demonstrate emotional stability and not show weakness. This is especially true for leaders who are expect to keep it together regardless of the pressure or personal challenges they may face.

My guest in this episode of the HR Mentor lived through these stigmas. Dave Trawin is the Chief Administrative Officer at the City of Kamloops. He is an Urban Planner by profession and before taking over the top job at the City, David was the Director of Development Services at the City of Kamloops. David holds a Master's Degree in Urban and Regional Planning from Florida Atlantic University where he attended on an NCAA Scholarship.

David is a father to two adult boys, an avid fisher, an artist, a wine connoisseur, and a really generous and kind human being.

I worked with David for almost four years in my role as an HR Advisor with the City and he has always been someone I admire and enjoyed working with. In this episode, David and I talk about some significant health issues he experienced over the last year, what he has learned about himself and how this has affected him as a leader. We also talk about the role of HR in supporting employees and how HR professionals can build trusting relationships with leaders. Regardless of where you are in your career, I think you will get a lot out of our conversation, I know I did.

You can listen to Episode 32 on Spotify, Apple Podcast, Podbean or check it out on my website at www.unicorngroup.ca/episode-32. I also share some helpful links to resources and a couple of books you may want to check out!

If you are in crisis and need to talk to someone please call the Canada Suicide Prevention Service at 1-833-456-4566 (24/7) or text 45645 (4 pm to 12 am ET).

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As most, if not all of you listening to this are aware, on May 27, 2021, Chief Rosanne Casimir of Tk’emlúps te Secwépemc announced the discovery of the remains of 215 children buried on the grounds of the former Kamloops Residential School.

As an uninvited guest who lives, works and plays on the traditional, unceded territory of the Tk’emlúps te Secwépemc people, I extend my deepest condolences, regrets and respect for all the people, families and communities directly, indirectly and inter-generationally affected by this discovery and the loss of these children. These acts of genocide against Indigenous people and communities are reprehensible.

In an effort to amplify Indigenous voices rather than my own, I am going to use any space that would have been Episode 31 of The HR Mentor to share resources on how you can educate yourself on Canada’s treatment of Indigenous People, how you can support Indigenous People in their healing and protection of their land, how you can amplify Indigenous voices through art and how you can implement employment practices that help create truly equitable employment opportunities.

This list of resources and suggestions is in no way complete or all-encompassing. I have compiled it on my own based on my own research. I encourage you to take this as a starting place and to engage in your own discovery, learning and unlearning.

I am not an expert in any of this. I am merely a fellow learner on a journey to do better.

Today I invite you to join me. www.unicorngroup.ca/in-solidarity

The discovery of these children's remains is very upsetting and traumatizing. If you need support with grief or processing this information please reach out:

A national Indian Residential School Crisis Line has been set up to provide support for former students and those affected. Access emotional and crisis referral services by calling the 24-hour national crisis line: 1-866-925-4419.

Support is also available for anyone affected by the lingering effects of residential schools, and those who are triggered by the latest reports. The Indian Residential School Survivors Society (IRSSS) can be contacted toll-free at 1-800-721-0066

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If you’ve listened to this podcast before or follow me on social, you will have heard me refer to a career as a journey. And if you know me or have attended any of my HR career workshops, you also know that my career has been a windy road of ups and downs. And I think this is the case for many professionals, yet this is not the expectation of a lot of people just starting out in their career. They want a clear path, with set milestones and they want to know that what they decide to do out of University is what they will always do. Unfortunately, the problem with that is that it leaves so much space for disappointment when your career doesn’t progress in that upward trajectory and it doesn’t allow for you to accept the changes and growth that ultimately come over time and with experience and greater knowledge.

My guest in this episode knows all about windy paths and is an expert in helping other people navigate their own career journey.

Donna Hall is a career coach based on the unceded territory of the Squamish and Sechelt Nations, known today as BC’s Sunshine Coast. Donna has had a diverse career and brings the lenses of a Chartered Professional in Human Resources, Certified Executive Coach and career development practitioner to her coaching practice. With a focus on supporting early to mid-career professionals with career challenges and changes, Donna is on a mission to empower others to take control of their career journeys.

In our conversation, we talk about Donna’s career path and how she made decisions and she shares some fantastic advice about how you can best determine which career path to start your journey on as well as how a career coach can help you along the way. Donna is an extremely positive, generous, and engaging person to talk to. I think by the end of this episode not only will you have more clarity on how to navigate your career, but you will also want to go kayaking and then curl up on the couch to watch Elf!

For the show notes and helpful links please visit www.unicorngroup.ca/episode-30.

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This episode features an engaging and fun conversation with two of my former HR students; Himanshi Patel and Nikita Kumar. During our conversation, they talk about their experiences with landing their first HR role. Both of these remarkable people were International students who are new to Canada and both have secured their first HR roles less than a year after graduation. They have some incredible advice to share with other new grads about what they believe made them successful so far. If you are looking for your first HR role or looking to level up your career, you will definitely want to listen to what they have to say. We also talk about what they love to read, watch and sip and how they are managing their stress in a COVID world. You can find some helpful links as well as show notes for this episode at www.unicorngroup.ca/episode-29.

Thanks so much for listening and being a part of The HR Mentor community.

If you are a recent HR graduate or new professional, you may want to also join my free online community called The HR Career Cafe. We hang out on LinkedIn and you can request to join using this link: https://www.linkedin.com/groups/13971041/ I'd love to connect with you there!

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So many of us are learning how to do our jobs in a new way right now. Like me, you may be working from home and doing what you normally do face to face in a virtual format. You may be in a situation where your work routines and requirements for health and safety are also changing constantly. And some of you may be starting a brand new role and are truly a beginner; in the organization, your specific role and your HR career.

This might feel overwhelming and frankly a little daunting. You might feel like you should know more or be able to “hit the ground running”, but before you start putting a ton of pressure on yourself listen to this episode. Here I share some of the benefits of being in this beginner’s space that you can leverage and lean into at this exciting place in your career.

Because believe it or not, being a beginner and adopting a beginner’s mindset can have huge benefits throughout your career, regardless of how much experience or knowledge you have. If you want to check out the show notes and some resources that support this episode please visit www.unicorngroup.ca/episode-28.

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Congratulations! You have a job offer to consider, maybe even two! It’s wonderful to be in this position after all the hard work you put into getting noticed and making it through the whole hiring process. But now, you are having doubts about accepting the offer. What if there is something better around the corner? What if it’s not the right opportunity for your career? And if you have more than one offer, which one should you choose? Take a deep breath. I've got you. This is all very normal when you are starting your career or seeking new opportunities and it is a question I am asked all the time. Which offer should I take? In this episode, I share some things to consider when you are evaluating a job opportunity as an emerging HR practitioner and offer some resources that will help you make the process of accepting your new role exciting and fun! And be sure to check out the show notes at www.unicorngroup.ca/episode-27 for a show summary and links to resources.

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Feeling kinda meh and blah about where things are at in your HR career or job search? Not exactly in the right frame of mind to market yourself or tackle that next big project? Or perhaps you are just feeling a bit defeated and deflated due to rejection or some negative feedback.

As we continue the global battle against COVID-19 so many of us are feeling tired, overwhelmed and fatigued. And honestly, one little bit of bad news is probably going to be enough to set many of us into a bit of a spiral. It’s not exactly the best frame of mind or mood for selling yourself to potential employers or feeling optimistic and positive about what lies ahead, is it?

In this episode, I share a few of my favourite confidence boosters that will help you at any point in your career journey. Because confidence in your abilities, your decisions and what you offer a potential employer or your team is so essential to how you show up and the results that you generate. Plus, a little confidence can go a long way in helping you embrace the badass HR star you are!

If you would like to see a summary of this show and some helpful links, head on over to www.unicorngroup.ca/episode-26. And if you are enjoying this podcast and you are feeling generous, head on over to Apple Podcasts to leave a review. I just may read your comment out in a future episode!

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The statistics are shocking: according to UN Women Data, at the pace we are going it is still going to take 130 years to reach global gender equality in the highest positions of power. According to other research, women continue to be outnumbered, outranked and out-earned by men in the Canadian public service and we all know that this is much worse for Black women, Indigenous women and women of colour. So in recognition of the work that we all still need to do to create balanced and equal workplaces and International's Women's Day (March 8th), I am sharing five things that I believe any HR professional (or anyone for that matter) can do on their own and within their own organization to help shrink the gender gap.

I reference a number of documents and incredible women in this episode so you will want to check out the show summary on my website to learn more. You can find them at www.unicorngroup.ca/episode-25.

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At the start of 2021, I set an intention that reflected how I was going to show up in the world. It boiled down to one word, Focus. I set this intention because it aligned with my values and it supported the goals I want to accomplish in 2021.

As I live this intention each and every day and I reflect on the progress I am making I have come to realize that there is another critical element that drives success; boundary setting. Setting boundaries is important for anyone to be successful, but even more so for people like me (and likely many of you) who enjoy helping and supporting others. In this episode, I share my thoughts on why setting boundaries is critical to career and life success and how you can tell if you need to set a boundary with someone or something in your life. You can check a summary of this show as well as an archive of past episodes on my website at www.unicorngroup.ca/episode-24

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The other day, my daughter, who is in grade 11, asked me what I wanted to do for a career when I was her age. And for the life of me I couldn’t remember, but it certainly wasn’t HR. I’m not even sure I knew what HR was when I was sixteen years old, in fact I’m certain I didn’t. So, how did I know that HR was the right career for me? The short answer is, I didn’t. In many ways, HR found me.

If you are wrestling with the next steps in your career and wondering if HR is a good path for you to pursue or continue pursuing then this episode is for you! You will learn eight questions you can ask yourself to help you determine if an HR career is the right path to pursue.

Here is a summary of what we talk about in this episode:

[00:40] - I begin with a story about my parent's business which we lovingly called, 'the store.' It was my first exposure to an operating business, but HR was not my dad's focus in his business and even after years of working there and watching it become a successful way of life for our family, it didn't really reveal any hints that I would find a career like the one I have today.
[04:02] - The first question I would ask myself if I was considering an HR career many moons ago is, 'are you interested in and genuinely curious about people?'
[06:57] - The second question I would ask my younger self is, 'do you enjoy solving complex sometimes messy problems?'
[08:45] - The third question I would ask myself is, 'do you like influencing others and trying to improve people’s lives?'
[11:14] - The next question I would ask is, 'do you need the spotlight or getting a lot of credit for your work?'
[12:55] - The fifth question to consider is, 'do you have tact and can you keep a secret?'
[15:14] - The sixth question I would ask myself is, 'are you comfortable with change and can you be flexible?'
[18:14] - The next question to consider is, 'are you approachable and good at building relationships?'
[20:37] - The eighth and final question I would ask myself is, 'do you have an interest in and appreciation of how businesses and organizations achieve success?'
[23:14] - I close this episode where I started, with the final chapter in my conversations with my Dad about his business and the lasting career lesson he taught me.

If you listen to this episode and don't say yes to many of the questions, take some time to consider what interests you about an HR career. You may discover that it is not the right path for you and that is ok! The best advice I can give you is to follow a road of passion and interest wherever it may take you. It is never too late to pivot and chart a new course. I have done it many, many time.

Here is a helpful link from this episode:

Listen to Episode 16 How to Build Trust in an HR Role.

Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

Sign up today!

JOIN THE HR MENTOR FAN CLUB!

If you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

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Welcome to my first interview of Season 2! In this episode, I have an engaging conversation with an amazing emerging HR Professional, Ivana Borojevic.

Ivana is an HR Specialist with Insight, a global technology company that was just named one of Fortune's 2021 Most Admired Companies. She is also the co-founder of an exciting new non-profit organization called mentorWIT, which is an Edmonton based group designed to support women working in the technology sector.

Here is a little bit more about Ivana:

After earning a Bachelor’s Degree in Social Work from the University of Belgrade in December 2013, Ivana made a life-changing decision to leave her country in search of a better life. Three long flights and one lost suitcase later, she arrived in Canada, ready to embrace the challenges and begin a new journey.
While studying Human Resources Management at MacEwan University in Edmonton, she worked part-time in retail and sales. It was not easy finding a job without HR experience, but Ivana persisted.
In March 2019, she landed an HR role with an IT company called PCM Canada. Since then, Ivana had a chance to take part in a year-long acquisition of PCM by Insight, which proved to be very interesting, but was also accompanied by re-learning and adapting.
In her role as an HR Specialist, Ivana gets to work with so many great professionals in the technology field and provide HR support to 900+ employees across five provinces in Canada.
Her dream is to grow into a trusted advisor and business partner to build and nurture a culture of high performance, inclusivity, and engagement.

Here is a summary of what we talk about in this episode:

[03:33] - Ivana shares the story of how we met. If you listen to this podcast or follow me you know how much I encourage HR grads and professionals to engaging in networking and Ivana is living proof of how important building connections can be.
[06:05] - We talk about Ivana's career path and how she shifted from a degree in Social Work to a promising HR career as well as some of the continuing pressures COVID-19 is putting on organizations, employers and employees.
[11:56] - Networking comes up in our conversation many times, but Ivana shares a great example of how your connections can help you as an HR professional throughout your career.
[14:00] - I ask Ivana about her job search after she completed her HR degree. She shares her success tips and what ultimately landed her the job at Insight.
[28:26] - Mentoring and supporting others is a passion of Ivana's and she is an incredibly generous person. She talks about how that passion fueled the creation of mentorWIT and how the organization will support women in technology. She also talks about how you can get involved with mentorWIT.
[37:02] - Ivana has achieved what many of you are striving for and she offers you all some great advice.
[40:00] - I ask Ivana five speed round questions and we get the answer to a key question for any budding friendship or relationship; coffee or tea?

I sincerely hope you enjoy listening to this conversation as much as I enjoyed having it. Please reach out to Ivana to build your network and to learn more about her work and mentorWIT if you feel that would be a fit for you.

Here are some helpful links from this episode:

Connect with Ivana on LinkedIn.
Read The Count of Monte Cristo, by Alexandre Dumas - it's going to be on my 2021 reading list!
Read Never Eat Alone, by Keith Ferrazzi - recommended by Ivana to build your networking skills.

Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

Sign up today!

JOIN THE HR MENTOR FAN CLUB!

If you haven't yet, don't forget to subscribe to The HR Mentor so you never miss an episode on the following platforms:

Apple Podcasts
Spotify
Podbean

If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

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Welcome to the first episode of Season 2 of The HR Mentor and 2021!

In this show, I am helping you kick off the new year with a brand new practice that can change your life and improve your chances at success!

Intention setting is powerful and can result in lasting behavioural change.

I encourage you to consider how this practice can dramatically improve your life and your success as I explain how intentions are different from goals, I share some examples of the difference between goals and intentions to illustrate why setting goals alone doesn't work, and I share my personal practice for setting an annual intention.

Here is a summary of the episode:

[01:50] - What are intentions? They are guiding principles and they reflect how we want to be and show up in the world. They can help you dramatically improve your life.
[05:53] - There are some key differences between intentions and goals. They are:
[06:00] - DIFFERENCE #1 - Intentions are more focused on the present rather than the future.
[06:50] - DIFFERENCE #2 - Intentions are more focused on behaviours rather than a product or outcome.
[07:36] - DIFFERENCE #3 - intentions are ongoing and fluid; they are always a work in progress. Once goals are done they are done.
[08:16] - DIFFERENCE #4 - goals naturally shift our focus to what we don't have and get us caught up in the "how."
[09:15] - DIFFERENCE #5 - intentions come from the heart.
[15:47] - Here is an example of how an intention can have an impact on your life in the long-term and enhance your goal setting.
[19:26] - Here I talk about a powerful form of self-questioning to stay true to your intention! It wasn't my idea, credit goes to James Clear who wrote Atomic Habits. A book I recommend you read.
[20:21] - I share my 2021 intention in a single word - FOCUSED. (wild! I said that at 20:21 in the episode!) I also share three reasons why a single word for your intention is helpful.
[22:01] - I share my process for setting my annual intention. It breaks down to eight small steps:
Dream big about your future.
Attach an important why to your dream.
Get brutally honest about why you are where you are.
Bridge the gap with behaviours.
Prioritize those behaviours.
Write yoru intention statement.
Choose your single word.
Live your intention every day in big and small ways.

Here are some of the resources I talked about in this episode:

Atomic Habits by James Clear
Designing Your Life by Bill Burnett and Dave Evans.
Principles by Ray Dalio

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Welcome to the finale for season one of The HR Mentor!

In this final episode of season one I answer four listener questions related to your job search. I also share a number of resources to support you through the entire process.

Here are the four questions I answer today as well as links to related episodes and resources.

If you were given fifteen seconds to introduce yourself what would your introduction be like?
Consider your audience and focus on your values, passion and interest in HR.
Check out Episode 3: How Your Values Can Impact Your Career and Job Search
Keep your pitch/answer career related and keep it high-level
Be succinct and to the point
Be prepared for the "Tell Me About Yourself Question"
Check out Episode 4: How to Market Yourself for Job Search Success
How and what should I talk about to the Employer or HR Department when I see a job posting on their website?
Don't wait for a job posting to make contact.
Research and connect with potential employers. Set up informational interviews.
Check out Episode 8: The Importance of Making Connections
Determine how you fit in the role. What makes you a great candidate?
Come up with relevant and potential questions you could ask this employer about this role or organization?
I'm graduating in December from an HR program. Where should I start my job search?
Begin by getting to know yourself.
Identify your knowledge, experience, skills, accomplishments and strengths.
What are your interests, passion and values.
Identify which areas of HR you should focus on and center your search there.
Again, check out Episode 8: The Importance of Making Connections.
I was recently laid off from my job and I have lots of anxiety about my job search. What advice do you have for managing anxiety during my job search?
Focus on your self-care. Get lots of sleep, move your body and try to eat healthy foods.
Work on shifting your limiting beliefs.
Check out Episode 2: Three Steps to Shift Your Limiting Beliefs and Improving Your Job Search.
Reach out to others for support and advice.

As this is the end of Season 1 I want to extend my incredible appreciation for everyone who listened to this podcast over the last twenty weeks! You have been incredibly supportive and I am grateful for your time and feedback.

I also want to extend a huge thank-you to my editor, Lorenzo who has been an incredible partner in producing this podcast. He offers and incredible service and has added so much value and advice to make this podcast better. For an example, just listen to the difference in sound quality between the first couple of episodes and everything that followed. That was all Lorenzo and his amazing $20 fix!!

If you have a podcast, are thinking of starting one or need any audio editing, connect with him on Fiverr. You can check out his profile here: https://www.fiverr.com/share/NWL7N8

Finally, and probably most importantly, I want to thank my dear family. This podcast has been part of fulfilling my passion and living up to my values, but it is also time consuming. My family is incredibly supportive of all my wild dreams and ideas, but they also give up time with me so I can give my time and attention to you. And for that I extend incredible gratitude to my two beautiful children and my dear mother for creating space for me to do what I do!

The HR Mentor will be back in January with all new episodes! If you have topics you want me to cover or people you want me to interview, don't hesitate to message me on LinkedIn or send me an email at melanie@unicorngroup.ca Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

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It's hard to believe we are almost at the end of season one! It has been an incredible journey and I am so thankful to all of you for listening and engaging with me. As promised this episode is all about you and your questions. Today I am answering three questions sent in by listeners just like you. I hope you enjoy it!

Here are the three questions I answer in this episode:

How would you build rapport with your manager if they do not live in the same location or City as you?
What advice do you have for someone who just started their first job on a contract with the potential for an extension? What steps should I take in the coming weeks to grow and sustain the role?
I am a big fan of reading, do you have any book recommendations that you can share with us that you felt had a great impact on your career and life in general?

Here are links to purchase the books I recommended:

The Success Principles by Jack Canfield
Meditations by Marcus Aurelius
Insight by Tasha Eurich
Untamed by Glennon Doyle
Indian Horse by Richard Wagamese

After I recorded the episode I also thought about these two books. Both of them are by Indigenous Canadian authors and both are beautifully written. They also help provide a greater understanding of indigenous culture, experience and the harm they lived through and with. I highly recommend both of them.

Three Day Road by Joseph Boyden (I loved all his books!)
From the Ashes by Jesse Thistle

**I am not affiliated with Chapters Indigo in any way. I only link to their online store to support a Canadian retailer where I know the product is available. I do encourage supporting smaller retailers and independent stores in your community whenever possible.

In this episode I encourage listeners to check out Episode 7: Make an Impact in your First 90 Days and Episode 12: The Importance of Curiosity to Your HR Career. Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

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If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

Remember, Season 2, will go live in January 2021. I am starting to work on episodes now so if there is a topic you would love me to cover on the show, send your thoughts to me at melanie@unicorngroup.ca or DM me on LinkedIn.

This podcast is and always will be for you, so don't be shy!

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Often, we avoid having difficult conversations with people because we don't know what to say, we fear their reaction and we worry it will affect our relationship. But as HR Professionals and leaders we often need to have these types of conversations. The good news is there are things you can do to make it easier! In this episode, I am sharing my three favourite strategies to help you tackle your most difficult conversations.

Here are my three strategies for tackling your next Difficult Conversation:

Remove any judgment words or terms and stick to the facts.
Have a clear goal and intent for your conversation.
Be curious and open to hearing the other person's perspective.

Here is a summary of the episode:

[02:48] - One of the biggest mistakes people make when they engage in difficult conversations is that they don't plan and consider the language they use. It can have an immediate impact on the reaction the other person. I share an example of how this sounds.
[04:19] - Judgement terms are also problematic to maintaining good relationships and it can erode trust. Jusgement terms are works like; good, bad, irresponsible, unprofessional, etc. These terms can be perceived differently by different people.
[05:29] - Generalized descriptions open you up to have the details debated and it is also isn't accurate and thus you look dramatic.
[06:26] - The anitode for this is to stick to the facts. Share what is bothering your or what the behaviour is and use dates, times and specific examples. When you use facts there is little to argue about. Then you can get on with solving the problem. One way to ensure this happens is to script out your statement at the beginning of the conversation and check for this type of language.
[07:52] - The second strategy is to have a clear goal or intent. Plan it ahead of time. Figure out what your intent is for the conversation. Why is it necessary to bring this up? What is the impact this behaviour or event is having? What do you hope to accomplish?
[08:32] - If your only intent is to make the other person feel bad you may want to re-think having the conversation or your goal. Make sure this is clear and that you articulate it to them.
[09:31] - It is also important to be realistic about what you can accomplish a single conversation.
[11:12] - The third strategy is about being curious and open to other people's perspective. This can be difficult for many people because we have thought about the scenario prior to the conversation and often we have tried to rationalize in our mind why the person is behaving a certain way. But this is usually not based in reality. This causes us to go into the conversation expecting a certain response. This removes our ability to hear the other person.
[12:21] - In order to really understand the other person you should be open and willing to hear what they have to say. Be clear about the problem, your intent and then....be quiet.
[13:02] - The only way to give someone space to share their perspective and understand them is to listen and that requires you to be quiet. Avoid the desire to explain over them or cut them off. Give them lots of space and time to be heard. You can do this by asking open-ended questions and reframing and rephrasing what they are saying.
[14:07] - Open ended questions and probes give them time to speak, but also gives you time to think about where to take the conversation or how to respond to what they are saying.
[15:05] - Arguing with the other person's perspective is going to damage your relationship and will prevent you from reaching your goal for the conversation.
[17:04] - When the other person feels heard they will be more willing to work with you, take responsibility and work on the relationship.

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If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

We are coming to a close on Season 1 of The HR Mentor. After Episode 20 airs I will be taking a break to focus on preparing for Season 2, which will go live in January 2021. As a thank-you to you for listening I want to give you an opportunity to ask me any questions you have about your career search, your HR Career, your HR role or anything in between. I will even take questions about me as long as they aren't too personal!

You can email me your questions at melanie@unicorngroup.ca or DM me on LinkedIn. I can't wait to see what you ask! Question will be accepted until October 20th so don't wait.

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Most high achieving professionals have experienced bouts of self-doubt or what is often referred to as imposter syndrome. People who, despite external recognition and even accolades from others, they doubt their own abilities and success. This can not only hold them back from taking on new goals, but it can also cause a lot of anxiety, stress, guilt and low self-esteem. In this episode I share some simple strategies that have helped me keep my self-doubt in check when I set big goals.

Here are my six strategies:

Take action
Get honest feedback
Swim in your own lane
Engage with a mentor or coach
Reframe your limiting beliefs
Self/Care

Here is a summary of the episode:

[02:10] - I share the two instances in my career where I felt the most self-doubt or like an imposter. Starting this podcast, and beginning a new corporate role that was new to me and the organization.
[04:14] - The first strategy is take action. I always feel better when I take some steps towards a goal when I have a lot of fear or doubt about it. Sometimes this is as simple as asking someone about what you are worried about. I share the example of holding back on applying for a promotion.
[05:51] - Taking action can also look like conducting research, taking a course or otherwise educating and informing yourself.
[07:56] - The second strategy is to get some feedback. Make sure, however, that you are getting the right feedback. I share some advice from Dr. Tasha Eurich. She says the right people are not unloving critics or uncritical lovers. "Unloving critics are the type of people who would criticize everythign we do: a jealous co-worker, an ex with a grudge, or an irrationally uptight boss." On the other hand, " uncritical lovers wouldn’t critize us if their lives depended on it. This group can include both people who think we walk on water and can do no wrong (eg) our moms and those who are afraid to tell us the truth."
[09:27] - So who should we ask? Loving critics, who are "people who will be honest with us while still having our best interests at heart."
[09:51] - What should you get feedback on? The key is to be specific about what you would like feedback on. It should be specific to your role if you are having doubts about that or if it's your job search ask for feedback on specific aspects of your job search. For example if it's your interview skills, ask an interviewer if your answers are detailed enough or perhaps even too detailed. Don't just ask how you are doing or how you did on specific task?
[11:06] - One of the ways I overcame my self-doubt about my facilitation and teaching skills was to get feedback from my audience. I share an example of how I did this with my students when I first started teaching.
[12:42] - My third strategy is swim in your own lane and do your homework. I apply this in two ways. Number 1, focus more on you and what you are doing rather than comparing yourself to other people and their journey. This can amplify your self-doubt. You are on your own journey and it's perfectly yours!
[14:34] - The second version of swim in your own lane comes from Gary V. He says that he is confident in what he says to other people is because he sticks to what he knows. He doesn't talk about things he is not an expert in. This has also helped me. I stick to what I know when I teach and through this podcast. I am trying to be an expert in everything. Swimming in your own lane can help you feel more confident and less doubtful about your abilities and knowledge.
[17:56] - The fourth way to reduce your self-doubt is to engage with a mentor or a coach. Mentors share their own experiences and guide and support you in your career. Coaches will help you navigate change and reach your goals. They offer an outside and objective perspective. Both can helpful.
[19:27] - If you are interested in mentoring, check out your local CPHR association to see if they have an HR Mentoring program. If you are interested in coaching, visit the International Coaching Federation website to search for a coach in your area. If you are looking for a career coach you may also want to connect with my colleague Yasir Khan who offers these services. Or email me at melanie@unicorngroup.ca and I will let you know how I can help you.
[20:43] - My fifth strategy is to work on shifting your limiting beliefs. These are any messages we tell ourselves that are in opposition to what we want. Reframing these can help empower and motivate your to move forward. These reminders can also create positive energy around your goals and thus help you achieve them. Check out episode 2 of this podcast for a complete process to shift your limiting beliefs. The show notes also include a handy worksheet to help you.
[23:02] - The sixth and final strategy is to practice self-care. Some of the outcomes of self-doubt are anxiety, stress and feeling badly about yourself. This can really hold you back. Practicing good self-care can help you move past those feelings. Some of my favourite ways are to exercise, eat well, meditate and laugh and be with people who make you feel good.

Here are some helpful links:

You can learn more about Dr. Tasha Eurich and her work here. Her book Insight has been particularly helpful to me.
If Shifting Your Limiting Beliefs sounds like it would be helpful be sure to go back and listen to Episode 2: Shift Your Limiting Beliefs.

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If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

We are coming to a close on Season 1 of The HR Mentor. After Episode 20 airs I will be taking a break to focus on preparing for Season 2, which will go live in January 2021. As a thank-you to you for listening I want to give you an opportunity to ask me any questions you have about your career search, your HR Career, your HR role or anything in between. I will even take questions about me as long as they aren't too personal!

You can email me your questions at melanie@unicorngroup.ca or DM me on LinkedIn. I can't wait to see what you ask!

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As an HR professional, you may have never considered the important role that trust plays in your role. But I believe it can mean the difference between succeeding and simply banging your head against the wall in frustration. You see when you develop trust with the managers you support, they will not only listen to the advice and guidance you give them, but they will seek it and you out. And that will have you feeling more confident and able to make a positive impact in your organization.

In this episode I discuss five ways that I believe you can build trust in your HR role. They are:

Act with integrity
Build your capabilities
Demonstrate respect
Be consistent
Deliver results

Here is a summary of the episode:

[04:32] - You may have never considered trust as a behaviour that is necessary for a professional role, but HR professionals have to delivery results through other people (leaders) and as such we need to have strong relationships with them.
[05:18] - I believe trust is the secret sauce to success in that relationship. They aren't going to just trust you because you have a role and a title.
[07:15] - Here are the five ways I believe you can build trust with your client groups or managers:
Act with integrity
Build your capabilities
Demonstrate respect
Be consistent
Deliver results
[08:09] - The first trust building behaviour is acting with integrity. Integrity for me means behaving in accordance with your principles and values and the values and principles of your organization. It also means acting honestly by being true to who you are.
[08:58] - I share an example of how this can be demonstrated in the workplace and how you may be acting without integrity.
[10:32] - You can develop your integrity by getting clear on your values and principles are and the values and principles of the organization. Then when you have an opportunity act in accordance with that do it! If you want to learn more about your values, you can begin with the Identifying Your Values Worksheet which you can find here. And be sure to go back and listen to Episode 3: Identify your Core Values.
[11:08] - The second behaviour is building your capabilities. We all have something to learn, but when you are new to an HR role this is even more important for you since you don't graduate from an HR program with all the knowledge and skills you will need to effectively advise leaders.
[12:38] - One of the most important capabilities you need to build is your knowledge of the organization and department or team you are supporting. You can be expected to give advice to a group of people when you don't know anything about them, their priorities or their pain points.
[13:38] - You also want to learn as much as you can about possible solutions to their problems or challenges. You can do this by leveraging your network, colleagues, your association or search for learning opportunities online.
[14:44] - Being capable also means that you're able to perform essential tasks and duties; leading meetings, conducting investigations, screening resumes, writing job descriptions, etc. In order to learn how to do these essential tasks be willing to say yes to helping with these tasks or shadowing others in your department. Then ask for feedback!
[16:51] - The third way to build trust is by showing respect. This is such a critical behaviour.
[17:28] - When I talk about respect in the workplace I am talking about showing concern and care for everyone. Respect can be shown in big and little ways and often it's the little ways that have the biggest impact.
[17:58] - Some of the smaller ways include; listening to someone else, helping job candidates relax, finishing the filing or other tasks that aren't yours, saying good-morning, remembering people's names and learning to pronounce them, and acknowledging and appreciating people goes a long way.
[18:50] - Showing respect to managers demonstrates that you know your role is to support them. That it is not about you.
[19:02] - Some of the ways you can show this respect is by listening more, getting to know them, use their name (and don't shorten it), using professional language (know your audience), and be careful of oversharing.
[20:42] - You can also build trust in your organization by showing the organization respect. Clean up after yourself!
[21:40] - One of the bigger ways you can show respect is to give credit where credit is due. If your HR Assistant did something for your manager or client group, make sure you give them credit it for it.
[23:22] - The fourth way to build trust, and my favourite, is being consistent. When someone lacks consistency they are all over the map. Rollercoasters are fun at amusement parks, but not in relationships.
[24:52] - When I talk about being consistent as a newer HR professional, I am talking about you showing up consistently for your manager or client group. If you start doing something for them, do it every time. If you schedule weekly meetings with them, stick to your schedule or negotiate necessary changes with them, rather than just cancelling it or blowing it off.
[26:54] - Giving your managers consistent behaviour and keeping your commitments shows they they can depend on you. And that builds trust. Don't be a rollercoaster ride!
[27:13] - The fifth and final behaviour is to deliver results.
[27:50] - You can do this by setting expectations with your managers. What do they need and how often? Once you know them and their department, it's a great idea to sit down and discuss expectations. You can't deliver on expectations if you aren't on the same page with your manager or client group.
[29:21] - What happens when you can't deliver your results? Be upfront about it and demonstrate your integrity. Communicate as far in advance as possible and don't make excuses or throw someone else under the bus.
[29:57] - Most of the time expectations and deadlines can be re-negotiated, but be honest about it. But take your commitments seriously.
[30:41] - One of the challenges HR faces is the idea or myth that we are roadblocks. HR professionals like yourself and be part of changing this perspective by focusing on what your organization and managers need and this can only happen if you build trust.
[31:55] - If you want to have a successful HR career and desire to be respected and valued, building trust is going to help you feel more confident and happier at work.
[32:17] - I have created a trust building behaviour worksheet that you can download using the link below.
[32:50] - Thank you for being here and exceeding my expectations. In order to manage your expectations I want you to know that Season 1 is going to wrap up with episode 20. The final episode or two are going to be Q&A with you, the listeners. So watch for opportunities to submit your questions you want me to answer.

Here are some helpful links:

Take your trust building action to the next level and download the Trust Building Worksheet.
Under act with integrity I talk about knowing what you value. If you want to learn more about your values, you can begin with the Identifying Your Values Worksheet which you can find here. And be sure to go back and listen to Episode 3: Identify your Core Values.

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If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

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What a treat! My friend and colleague Joel joined me a few days after our first conversation to continue talking all things recruitment. Joel is the Founder and Managing Director of Arbutus Search Group and a recruitment and selection expert.

In this episode, Joel explains the benefits of working with a recruitment agency and what he believes are the most important elements of a successful search effort. What he says may just surprise you. Joel and I also discuss the key ways you can increase the diversity of your applicant pool and the possible ways to pursue a career in recruitment.

Joel and I are both firm believers in the power of awareness to reduce biases in the recruitment and selection process. I talk about the Harvard Implicit Bias test in this episode as I encourage all my students to take one or more of these tests to understand where they might have biases. You may want to check it out even if you don't work in recruitment or hire employees now.

I sincerely hope you enjoy this conversation with Joel as much as I enjoyed talking with him.

In case you missed our first chat, you can listen to it here and learn more about Joel in the show summary.

If you want more information about Arbutus Search or you want to connect with Joel about possible future opportunities you can find him at joel@arbutussearch.com or through LinkedIn @Joel Peterson.

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I am so thrilled that my good friend and colleague Joel Peterson agreed to sit down with me and talk about recruitment. Joel is the Founder and Managing Director of Arbutus Search Group and an expert in all things recruitment.

In this episode, Joel and I talk about the COVID-19 pandemic and how it is affecting the job market and what will most likely be different in the future. Joel also shares some great advice for job seekers about how to get noticed online and what he believes are essential actions to land your next role. If you are looking for a new opportunity or your first role, you won't want to miss this!

Here is a little bit more about Joel Peterson and how you can connect with him.

Joel has been connecting the best and brightest professionals around the globe in Australia, Japan, Europe, UK, and across North America since 2007. He enjoys learning about what people do, how they do it and why they are passionate about their professions.

Joel is anything but a box checker. He learns what makes a company an amazing place to thrive as an employee and then connects to the talented and innovative professionals that will take that organization to the next level.

Joel is known for finding talent that was out of reach before his clients engaged him. He do this through targeted value propositions, engaging conversations, and an unrivaled candidate experience. As a result, the people he places stay longer, contribute more and have better engagement scores.

He wants to be remembered as the person that inspired others to stretch themselves to reach the goals that were previously unreachable, and gained success in the work that they do creating a more fulfilled, engaged and connected life for them and their family.

If you're building a new team or just adding to it, Joel can help define a candidate pool and help you select high performing individuals.

If you want more information about Arbutus Search or you want to connect with Joel about possible future opportunities you can find him at joel@arbutussearch.com or through LinkedIn @Joel Peterson.

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Sign up today!

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If you love this episode (or any of the others) feel free to leave a like, comment or rating where you are listening. Chances are, I will read your comment on a future show!

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There are many different paths to an HR career and as such not all HR professionals are created equal. There are also some people working in HR roles that do not understand the purpose of their role. In this episode, I explain my perspective on the vital function we provide and how you, as an HR professional can align yourself with that purpose, regardless of your position on the org chart.

I believe the role of an HR professional in any organization is to help manage human resources to ensure the organization remains relevant and wins in the marketplace or space they operate in.

I believe HR professionals at all levels of the organization can engage in four important activities to help them achieve this purpose.

Here is a summary of these four activities:

Know the business you are in.
Know your customers and stakeholders and what drives their behaviour.
Build positive relationships with your internal clients and business leaders.
Make your HR function as effective and efficient as possible.

Here is a summary of key points in this episode:

[03:26] - Dave Ulrich says, "the most important thing leaders and HR professionals deliver to an employee is an organization that wins in the marketplace" in his latest book, "HR from the Outside In." This is really important because it places the HR function where it belongs, at the heart of helping the organization succeed. Ther is a link below to read more of Dave's work.
[04:42] - In my Staffing & Planning course I always begin the semester with a discussion around the primary purpose of an organization. This lesson is based on the work of Anabelle Beerel, which is captured in her book "Leadership and Change" where she says, "the primary purpose of an organization is to remain relevant and survive."
[05:40] - Organizations remain relevant by managing resources, including their most valuable ones; their human resources.
[06:05] - When I consider both of these pieces of wisdom I conclude that the role of HR professionals is to help manage the organization's human resources that allows it to remain relevant and win whatever marketplace or space they are in. Regardless of where you are in the organization, you can help further the "relevant and win" mission in your role by engaging in the four actions summarized above.
[07:55] - The first one is 'know the business you are in.' It is important for HR professionals to really understand what their organization does and how it operates. How does the organization make revenue, what do different people do, what is your vision, mission and strategy. If you don't find this in publications (annual reports, internal memos), you should find someone you can ask. If you don't know what your organization does you can't align what you do (how your hire and support people) to achieve that mission or purpose. And this alignment is critical to winning in the marketplace.
[09:44] - The second one is knowing your customers or stakeholders and why they engage with your organization? Who are they, what are their demographics, what motivates them? This is critically important in HR, especially in recruitment. If you know why your customer's engage with your organization you can help hire and retain human capital that help deliver the right experience to your customers. Talk to the people who engage with your customers and find out what drives their behaviour.
[11:58] - Build positive relationships with your internal clients and business leaders is my third recommended action. I talk about this in Episode 7: How to make a Postiive Impact in the First 90-Days, but this is one of the best ways to be effective. You don't need to be BFF's with everyone, but it is important to build trusting, collaborative relationships with them. No one likes to have a finger wagged in their face or to be told how wrong they are so instead of taking that approach, focus on their needs and how you can help them achieve their goals and the goals of the organization. A great way to do this is to seek out information from leaders. Ask them what their challenges are and what they are focused on.
[14:38] - The fourth and final things you can do is try to make your HR function as efficient and effective as possible. Purchasing technology can be both costly and difficult, and I recognize their barriers to this in many organizations, but finding ways to reduce manual tasks creates space to better support the organization to win. Start with your most painful process and look at how you can make some of it automated or streamlined. Learning how to write a business case is a good skills to learn to support taking these types of initiatives forward to your leader.
[17:01] - I summarize the purpose of HR is to help the organization stays relevant and wins in the marketplace through four key actions. Here they are again.
Know the business you are in.
Know your customers and stakeholders and what drives their behaviour.
Build positive relationships with your internal clients and business leaders.
Make your HR function as effective and efficient as possible.
[17:57] - Policy, rules and the law are important in our roles. We do have to make sure our Manager's are following all of these. But if your HR function stops at policy enforcement you are likely the one who will not remain relevant. And that, will not feel like winning!

Here are some helpful links:

My podcast editor Lorenzo did something cool and extra this week! He created a transcript of this episode for you. Yay Lorenzo!! You can read the transcript for this episode here.
I mentioned that it is good to learn how to write a business case. This can be a lot of work and it is a skill in itself, but don't be afraid to try it if you want to change something in your organization. This guide provides a helpful overview of the key components. You can also start with a one-page synopsis of your proposal to see if there is any interest from your leader.
For more information about Anabelle Beerel visit her website here!
For more details about Dave Ulrich you can find more details here

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Perhaps you've heard the saying, "curiosity killed the cat," which implies that somehow being curious is a bad thing. In my home curiosity only seems to get the cats (and our dog) more attention, but the saying has stood the test of time. In this episode, I flip that saying on its head and show you four ways that the ability to stay curious can help you become a more effective HR professional.

The Four Reasons Why Curiosity is Important for an HR Career are:

Boosts Problem Solving and Critical Thinking
Sparks Innovation and Improves Workplaces
Help your Transfer of Learning and Retention
Help you Build Positive Relationships

Here is a summary of the show:

[00:18] - Curiosity is a natural instinct that activates the memory centers of your brain and gives you a rush of dopamine, the pleasure chemical.
[02:37] - Believing that you know everything is a missed opportunity. There is so much value in learning.
[05:27] - Today I am talking about why curiosity is important to a successful HR career. I share the four reasons why curiosity is important listed above.
[07:06] - One of the core responsibilities of an HR professional is to solve problems. Managers generally come to their HR partners when they have problems to solve. You may have history with this situation, but jumping to a solution too quickly can lead to solving the wrong problem. Staying curious keeps you open to discover the right problem.
[08:11] - I share an example of how this can happen with a personal experience from my consulting practice. What the company thought was an attendance problem turned out to be a serious turnover and recruiting and retention problem.
[11:19] - The second reasons curiosity is important is that is sparks innovation and improves workplaces. So much has changed in the last ten to fifteen years in the field of HR and how workplaces function. Technology has changed so much of what we do.
[14:56] - HR departments and leaders are now faced with huge challenges in adapting their workplaces to a world with COVID-19. I belive that if you stay curious you will be able to help you and your organization do just that.
[16:08] - The third reason I believe curiosity is important in an HR role is that it helps us with learning transfer and retention. The science shows that when you are curious you will have an easier time remember. I share examples of how learning things I am not interested in are not retained by me. The same applies to your employees.
[18:02] - This is why hiring people who are engaged with your vision and mission are going to make them better at their job, more engaged and perform better. This also applies to you with your job search. Chose career paths and roles you are interested in.
[19:31] - The fourth and final reason that curiosity is important to your HR career is that it helps you build more positive relationships. This quote from Roy T. Bennett sums this up nicely. He says, "Listen with curiosity. Speak with honesty. Act with integrity. The greatest problem with communication is we don't listen to understand. We listen to reply. When we listen with curiosity, we don't listen with the intent to reply. We listen for what's behind the words."
[20:39] - When we listen to reply, I believe it happens in part because we are fearful of having to change.
[21:02] - I share the example of an employee meeting to illustrate what happens when we aren't curious. It blocks you from getting to the truth or the problem and more importantly it erodes trust with that individual and damages relationships. We close ourselves off to connection, understanding and solutions.
[22:34] - When you are curious you open yourself up to better relationships, healthier workplaces and better results.
[22:53] - Brené Brown's book, "Braving the Wilderness" has a chapter called, "People are hard to hate up close. Move in." and this phrase illustrates to me why there is value in trying to understand people. Getting closer to people by being curious about them helps us reduce our angry reactions and assumptions and thus develop better understanding and relationships.
[25:07] - HR professionals are in a unique position in the organization to develop an understanding of both the employee and manager perspectives. You are poised perfectly to use your curiosity to create effective solutions and innovate. You can do this by tapping into your natural instinct of curiosity.
[25:38] - I summarize the four reasons I believe curiosity is important for your HR career. Here they are again.

The Four Reasons Why Curiosity is Important for an HR Career are:

Boosts Problem Solving and Critical Thinking
Sparks Innovation and Improves Workplaces
Help your Transfer of Learning and Retention
Help you Build Positive Relationships

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Today Melanie is taking you on a journey through some key moments in her career and life with the hopes of inspiring you to carve your own unique path, regardless of whether or not it seems right to others or the easiest road to travel.

These are her key messages:

Your career is not going to be a straight upwards line
Follow what interests and excites you
Be willing to start anywhere
You are not a job title or position

Here is a summary of this episode:

[03:03] - Growing up in a small town was a great experience, but when it came time to attend University, Melanie chose one that was as far away from that small town as possible. She worked hard to get into UVIC in Victoria, BC, but enrolling in a General Arts program was not my best decision.
[05:40] - Although she previously enjoyed school, she did not enjoy the courses she was taking in the Arts program and was incredibly home sick. In the third week of September, her father also had his second heart-attack, which was a major catalyst for a major shift in her educational and life direction.
[08:43] - One of my toughest life decisions was to quit University and leave UVIC before she finished out my year. The support of her family was huge.
[10:20] - This experience really taught her that it is important to ask for what you need and to follow your own interests and likes when it comes to choosing an education and career path. She also learned that shifting gears is ok! And her path is her path, it doesn't have to be ok for other people.
[11:39] - Fast forward a number of years after completing her business degree at TRU, and starting her HR career. But, this didn't happen over night. She had four years experience in related roles before she even succeeded with securing entry-level HR roles. It then took a number of years before she was being offered more advanced roles and the pay and lifestyle that this afforded her family.
[12:53] - Then one day she realized that the lifestyle she was living in the suburbs of Vancouver, was not ideally to having a family and not spending most of my life in her car! It was then that she realized it was time to move back to Kamloops.
[13:43] - She did not expect that moving to Kamloops would mean major career and financial changes for her life. We knew there was going to be sacrifices if we made the move and when we eventually moved, it was definitely a step backwards. But in her heart, she knew she would eventually make my way back to the same level of role she was when she left. It was scary, but she was hopeful and believed in her skills and experience.
[15:20] - Although she didn't know it at the time, this move was totally worth it. Better roles came along, she started her MBA and navigated another unexpected life change - divorce. This time of life really taught her that she was capable of handling a lot of tough stuff and a crazy schedule.
[16:58] - She doesn't recommend taking on what she took on, but she did learn that she needed to care for her own emotional and mental health. Humble the Poet said, "we can do anything, but not everything. And that realization will save a lifetime of grief and frustration."
[18:20] - After a number of years as a Generalist she had a great opportunity to work in Talent Management and Workforce Planning. It was a perfect role for me and she felt like this had her in a position that not only suited her, but also felt like she had advanced to a place that was beyond where she was when she left the Lower Mainland.
[19:56] - Then, she had the rug pulled out from under her when she was restructured out of that role. It was devastating for me and choosing to leave and not take on a different role was a really tough decision. Again, the support of my family was instrumental in making this move.
[21:49] - But leaving this organization gave me the opportunity to start Unicorn Group and she returned to teaching at TRU. Then, the best opportunity possible came along. It was completely unexpected, but she was thrilled! She was now a University teacher. Yes, ironic! She didn't want to be a teacher, but ended up doing just that, and loves it!
[22:51] - So what does this have to do with you? A lot of new professionals see career paths as straight lines that are always going up in title, salary and responsibility. But, her path and many others are very twisted and crooked. Sometimes you have to go back to go forwards or make lateral moves. This is all ok! There isn't one right path for everyone. You have to decide what is the best path for you.
[24:15] - Again, here are my key takeaways:
Your career is not going to be a straight upwards line
Follow what interests and excites you
Be willing to start anywhere
You are not a job title or position

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In this episode, Melanie continues her conversation with her former student Dean. He talks about his first HR role and what he has already learned about his new profession in only two weeks. The insights he has are impressive!

Dean explains how his new place of employment is very busy and his HR Lead does not have time to sit and train him on his role. So, he is learning by following her throughout her day to meetings and as she solves the day to day challenges of the business.

Being the smart person he is, Dean is taking this as an opportunity to observe, listen and learn. In two short weeks he has already discovered the following critical principles of being successful in HR:

The role of HR is to help solve business problems.
HR success is all about building relationships with people in the organization.
The role of a new graduate is to learn about the business and HR not to be the smartest person in the room with all the answers.

It was like he has been reading my mind!!

Melanie also shares one of my favourite HR stories from my career, where she learned how important it is to listen, observe and understand. The story of "Ashphalt Man" is definitely more animated when she shared it face to face in class, but you will get the gist. The moral of the story, ask questions, listen, learn and try to understand before you try to help solve problems.

Dean also shares some final key pieces of advice and reminders about his job search that I know those of you who are recent grads or those of you job seeking will want to hear.

Be a sponge
Put yourself out there
Rejection is part of the process

Thank you once again to Dean Lemphers for being on the show and for sharing his experience, insight and journey with us. He truly is one of the kindest most positive people I know!

If you haven't yet listened to Episode 9 and the first part of our interview you will want to check that out as well.

If you would like to connect with Dean as a fellow HR graduate you can find him on LinkedIn using this link.

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In this episode, Melanie has a wonderful conversation with a former student and TRU HR graduate who recently secured his first HR role. Dean Lemphers graduated in the spring of 2020 with a BBA with a major in Human Resource Management. This episode is part one of our conversation and in it, he shares the key factors that made him successful in securing his first HR job just months after graduation.

Here is a summary of Dean's advice:

Be willing to put yourself out there.
Connect with as many people as possible
Conduct informational interviews
Don't be afraid to ask

If you want some assistance in connecting to create opportunities in your job search, be sure to listen to Episode 8 - The Power of Connections and download the free Informational Interview guide. There I provide you with everything you need to take the same steps Dean took to be successful.

If you would like to connect with Dean as a fellow HR graduate you can find him on LinkedIn using this link.

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You've heard the saying, 'it's not what you know, it's who you know' right? Even if you don't agree with the saying in all circumstances, making personal connections is a critical component of a successful job search. In this week's episode, Melanie explains why this true and gives you four straightforward ways that you can increase the number of connections you have in your network so you can improve your career and job search results.

There are Four Ways to Increase Your Personal Connections:

Find a Mentor
Attend Networking Events
Join Online HR Groups
Conduct Informational Interviews

Here is a summary of the show:

[03:40] - Why is it important to your job search or career? Melanie explains some of the reasons why. One of the main reasons is that HR is a people-focused profession.
[04:42] - The second reason this is important is that your role is focused on solving problems and removing barriers for organizational leaders. But in order for them to do that, there needs to be a certain amount of trust between you and the leader. The main way to do this is to build positive relationships and have connections with other employees in the organization.
[06:23] - The third reason is that people hire people. It seems simple and obvious, but people aren't going to hire people they don't feel they have a connection to or they don't like. A great way to improve your chances of getting an HR job is to build connections with other professionals in the industry.
[08:45] - Melanie now explains four ways that new graduates or emerging HR practitioners can improve and increase their connections for job search and career success.
[09:03] - The first way to do this is by seeking out mentors. Either through formal mentoring programs or independently.
[11:22] - The second way to increase your connections is to participate in networking events; either face to face or online. This is a great opportunity to meet with other HR professionals and be introduced to others.
[12:22] - The third suggestion is to join online HR groups. You can seek these out on LinkedIn or Facebook.
[13:28} - The fourth and final way is to conduct informational interviews. They are critical to your job search if you do them correctly. Melanie doesn't cover these guidelines in this episode, but don't worry, she has a great resource you can download for this! The link is listed at the bottom of this show summary.
[15:58] - How making these connections are going to help you in your job search or career. The main reason is that it gives you an opportunity to meet people who can help you in your job search and your career. The second reason is that it gives you an opportunity to practice talking to others and build comfort and skill with networking.
[17:42] - You can practice talking to others by joining a Toastmasters Club or practice your introduction on your friends and family.

Resources in this episode:

Informational Interview Guide

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In this episode we are celebrating all our listeners who have secured their first HR role, professional job or a promotion. It is an incredible milestone to kick-off or advance your HR career. In recognition of this accomplishment, today we are talking about how to make a positive impact in the first 90-days so you can knock the socks off your new employer. Melanie covers three main categories of understanding and action you need to take as well as provide a handy email script that will impress your new employer.

There are three important ways you can make an impact:

Get to know your role
Get to know your office/team
Show up as a profession

There are also three important steps that apply to each of these action categories.

Listen/Observe
Understand/Clarify
Take Action

Here is a summary of the show:

[00:50] - Melanie introduces the episode and why it's important to keep your "foot on the gas" once you get the job.
[02:30] - Listener shout-out time! Don't forget to leave a review on Apple Podcasts and I will acknowledge it on a future show.
[04:00] - Melanie explains the three categories of actions to take and the three steps that are listed above.
[05:15] - Listen is the most important skill in a new role, even if you have already been in a similar role. No two HR departments are the same so approach your first 90 days with a mindset of curiosity.
[05:53] - Even though you have been hired for a specific role, there is a lot to learn once you get started. There are a lot of reasons why you have more learning to do and most importantly you want to clarify expectations.
[06:44] - Before your first day Melanie recommends you call or send an email to clarify some details about your first day. If you choose an email there is a great script you can use. You can find it here or using the link in the resource section below.
[07:18] - Setting up a meeting with your direct manager or supervisor to get clarity on expectations is a great idea. I list a number of important details you want to clarify.
[12:43] - Make a list of all the questions you would ask your supervisor or manager before your first day so you are prepared for this conversation.
[14:00] - Focus on the tasks that are the most important. This isn't a choice - even if you find them boring or uninteresting. You are new to the role and need to learn the foundation or basics first. Be a team player!
[15:00] - Meet people who are critical to your role as soon as possible and take lots of notes along the way.
[15:56] - The second way to make an impact is to get to know your office or department. Melanie lists a number of things you want to have a good handle on and some steps you can take to do this.
[22:02] - Melanie recaps what we have covered so far and talks about how to show up as a professional in your new role. The pre-start email is discussed with details of what you might include. Again, if you aren't sure what to write, we have created a script you can follow.
[24:47] - Practicing an introduction is also important to showing up as a professional. Tailoring this to the culture of the organization is important. It is also important to focus your attention on the people you are meeting and do what you can to learn about them.
[27:30] - This deserves special attention. Put your PHONE away! You are there to learn and make a positive impression and you won't do this if you are looking at your phone or texting.
[29:13] - Be on time!
[30:00] - A great way to get to know people is to participate.
[30:40] - Clean up after yourself and go the extra mile and clean up after others.
[31:29] - Do the work you were asked to do! It seems silly to say this, but you were hired to do a job and you should be doing that. Nothing is beneath you!
[32:30] - Let's recap what we covered in this episode.

Resources in this episode:

Pre-start Email Script Download

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At some point in your job search you will face rejection. This is a normal part of the process. But for some of you this may feel devastating and cause you to give up or get down on yourself. In this episode, Melanie offers five suggestions on how you can deal with the inevitable rejection you will face in your job search and share a personal rejection story and what she learned from it.

Here are five tips for dealing with rejection:

Re-frame your rejection
Take responsibility (for your effort and action)
Ask for feedback
Take action
Be aware of your limiting beliefs

Here is a summary of the episode:

[01:20] - At some point in your work or life you will face someone who doesn't love what you create or do, but that doesn't mean you shouldn't do it anyway. Someone might love it or benefit from it.
[03:10] - Fear of rejection holds many of us back. For many of us, acceptance of the fact that not everyone will love
[03:53] - Jack Canfield and his partner had to pitch Chicken Soup for the Soul to over 150 publishers before they got a 'yes!'
[05:00] - There is value in getting feedback from others. It helps you improve what you are offering and presenting yourself and reminds you how much you want what it is you want.
[06:15] - Here are five suggestions on how you can overcome rejection in your job search.
[06:25] - Melanie talks about the first suggestion; which is to re-frame your rejection. Consider a "no" from a job competition as a "not yet" for this company or role and look at this response as feedback on what you presented rather than a rejection of you as a person. You may not be right for this role at this time, but that doesn't make you wrong as a person.
[07:54] - The second suggestion is to take responsibility. Ask yourself could you have done anything differently in the process. Did you prepare as well as you could? Did you practice? Be honest.
[08:58] - The third suggestion is to ask for feedback. Some employers won't do this, but it's invaluable if you can get it. And, it never hurts to ask!
[09:56] - The fourth suggestion is to take action. Get busy and move on to the next great opportunity. Don't let one "no" keep you from the next "yes."
[11:00] - The final suggestion is to be aware of your limiting beliefs. If you are not sure how to do this, check out Episode 2 and download the worksheet to work through your limiting beliefs.
[13:22] - Melanie shares a quick story about her most devastating job search rejection and why it was so upsetting.
[17:25] - Not every job is going to be the right one, but if you follow these suggestions and stay persistent you will find the right one for you right now.

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You can't always control what the Universe throws at you, but when it comes to your job search, one of the things you can control is how well prepared you are for your interview. The interview remains the most heavily weighted selection method for most organizations and in some cases, the only method, so it's even more important that you are ready to shine when the opportunity comes.

In this episode Melanie walks you through two stages of preparation:

Research
Practice

Here is a summary of the show:

[2:11] - Melanie shares some sage advice from Jack Canfield about how to approach unprecedented circumstances like, COVID-19.
[3:07] - We can't control what other people do, we can only control ourselves and our own behaviour.
[4:54] - You can control how prepared you are for the interview.
[5:52] - The purpose of your resume and application is not to get the job, the purpose of these materials is to get the interview. The interview (and selection process) get you the job.
[7:08] - Now that you have the interview it is time to kick your efforts into high gear and to prepare yourself for this important conversation.
[7:47] - There are two stages to preparing for the interview; research and practice. Melanie talks about a worksheet you can download to work through as you listen to this episode. You can find it here or using the link at the bottom of the page.
[8:32] - The first thing you research is the role you are interviewing for. Get crystal clear on the requirements for the role and how they align with what you offer and where you add value. Then explore where you are not perfectly aligned. Do you have transferrable skills that would address these? Are any of the requirements critical or 'must have' requirements? Make note of these.
[10:52] - You also want to know if this is a new role if possible. This helps you prepare for interview questions about how you would approach this. You may also want to find out why someone left the position.
[11:45] - The second thing you want to research is the organization and the department if possible. Check out their webpage; become aware of their history, their vision, mission, purpose and values. Is their alignment to your values? Not sure what your values are? Listen to Episode 3 and I will walk you through it!
[13:18] - It is also helpful to know what type of businesses this is. It can give you some hints as to the type of structure the organization has and possibly the type of interview process you are participating in. Unionized positions often require that external candidates meet ALL the stated job requirements, so be prepared to speak to this. The organizational chart also provides clues.
[15:46] - Researching company social media is very helpful. You can learn about their culture, values and how their employees and customers feel about the organization.
[16:50] - The third piece of research is company reviews. Check out Glassdoor, Indeed and customer reviews on Google or other review sites.
[18:34] - The fourth thing you want to research and prepare are a set of possible interview questions and answers. This is a bit of work, but definitely worth your time. Put your recruiter hat on and consider what you would want to ask if you were hiring for this job and interviewing you as a candidate. Melanie gives you an example of a behavioural interview question as well as some topics you might expect to be asked about. The worksheet also helps you work through this step by step!
[26:00] - Melanie summarizes all the information you want to research before the interview.
[26:49] - Now it's time to practice! The first thing you want to practice is answering your interview questions. Melanie gives you a few options to make sure that you feel incredibly comfortable answering the possible questions your prepared. She also shares a personal example of how this process helped her land a job she really wanted.
[30:48] - The next thing to practice is your interview outfit!
[32:27] - The last thing you want to be prepared for is your references. You need at least three references (2 work related - ideally a supervisor). Make sure your references are contacted and prepped in advance of your interview.
[34:01] - Melanie summarizes the three things you want to practice; your interview questions, your outfit and your references.

Materials or Links Mentioned in this Episode:

Download the Ace the Interview Worksheet now!
Listen to Episode 3: How Your Values Impact your Career and Job Search

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In this episode, Melanie discusses strategies to help market yourself as a candidate for roles that are aligned with your values and your strengths, experiences and accomplishments. She introduces you to the idea that you are the "product" of your job search and that viewing your job search from a marketing perspective can improve your results.

To help you translate these ideas into action, Melanie explains her 3-P approach to market yourself.

They are:

Product (you) which includes knowing yourself and preparing a Personal Brand Statement
Presence (how you appear online)
Promotion (how you get noticed in your industry and by potential employers)

Here is a summary of the full episode:

[00:30] Why a marketing approach is important and what to expect in this episode.
[01:56] Melanie reviews the 4 P's of marketing and how these concepts are used in recruitment.
[03:37] Here she explain the 3 P's to market yourself for a successful job search.
[04:50] The first P is Product (you). You need to know your product really well and then develop a Personal Brand. There are two steps (oops I said 3) to understand your product. 1. Know your product (what you offer) 2. Develop your Personal Brand Statement.
[10:11] Writing a Personal Brand Statement is the second part of getting clear on your product. This is broken down into 3 parts: 1. What is my value? 2. Who is my target audience (employer/industry)? 3. What is your unique selling point?
[13:42] The second P is Presence. Establishing a new presence as a professional is very critical. There are four main aspects to consider with your online presence. 1. Your email address 2. Social media profiles/photos 3. LinkedIn profile (here is a link to my profile!), headline and tag line 4. Personal social media accounts.
[20:51] The third P is to Promote Yourself. To promote yourself effectively you should be active on these sites. Follow relevant industry pages or sites. Like, comment and share their posts. Connect 1 to 1 with organizations you are interested in. Networking is a powerful way to promote yourself. Informational interviews are also a helpful way to market yourself and collect information about the organization. Volunteering is another great way to promote yourself.
[24:40] Another strategy is writing articles for associations or your alumni magazine to promote yourself. Finding a mentor is a great way to promote yourself. Here Melanie shares her own experience with finding a future role through my own HR Mentor. Staying in touch with your classmates to former classmates is also a good strategy. These classmates become your future network. Make sure this is a reciprocal relationship. The best way to get people to help you is to help them first! Nurture your connections.
[28:03] Melanie summarizes her 3 P's; Product, Presence and Promote Yourself.

Resources in this episode:

Find my LinkedIn profile here. Feel free to add me as a connection!
Develop Your Personal Brand Worksheet

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In this episode, Melanie talks about your core values and how knowing and understanding these guiding beliefs can assist you in your career and job search.

Melanie shares a definition of values and provide examples of how values might impact your decision making. She also walks you through a short exercise to help you identify your values and wraps up with a list of four ways your values can help you with career and job search decisions.

These are the 4 ways your values can have an impact:

Help you identify roles or jobs that will be the most satisfying.
Help you decide which organizations or industries to pursue.
Help you promote yourself during the selection process.
Help you understand why you may be feeling disconnected at work.

Below is a summary of the episode:

[01:51] Melanie begins with a definition of values and how they appear through action.

[02:52] Living to our values can be challenging, but in the long-term living against values can cause dissatisfaction.

[03:35] Using an example, Melanie illustrates how values can conflict and how living out of sync with your values can have a negative impact on your life.

[06:10] Two important take-a-ways. Thinking about and identifying your values is worthwhile and living in accordance with your values can be difficult and takes courage.

[06:45] Don't know your values? Don't worry. Here is a process with some validation exercises to help you figure this out. It all begins with the Identifying Your Values Worksheet which you can find here.

[09:10] There are four key ways that values can have an impact. This is primarily evident through the decisions you make throughout your career or during your job search.

[09:50] Values can help you identify the types of roles and jobs you will find satisfying.

[10:41] Even if you don't know everything about an organization or role, you can take steps to learn more so that you can make a more values based decision.

[10:48] We can't always work in values-aligned roles. Security of home and food may take precedence.

[11:48] I share an example of how my core value Impact, resulted in my changing roles.

[14:11] Values will help you determine which organizations or industries are a better match for you.

[15:15] You can find lots of information about organizations and industries online or through social media. It is also great to ask values related questions during the recruitment and selection processes.

[16:52] The third way values have an impact is as a tool to help you promote yourself during the recruitment and selection process.

[17:39] The fourth and final way values have an impact is by providing clues as to why you might not be happy in your current role. Melanie also talk about how leaders can recognize that a values disconnect could be the reason their employees are not performing at their best.

[22:15] Melanie summarizes the episode. Knowing your values is important for your career satisfaction and long-term happiness.

Download the Identifying Your Core Values Worksheet here. Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

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June 24, 2020

In this episode, Melanie explains what limiting beliefs are and how your limiting beliefs could be affecting your success with your job search or career transition.

You will learn 3 easy steps to help you shift your limiting beliefs and improve your chance or achieving your goals. Not only with your job search, but also in any area of your life you would like to improve.

Here is a quick summary of the 3 steps:

Identify your limiting beliefs
Reframe your limiting beliefs
Repeat and reinforce your new beliefs

Here is a summary of the episode:

[00:56] Limiting beliefs are formed from thoughts we keep thinking about ourselves or a particular situation. They are formed from passed experiences or patterns of behaviour.
[01:26] Melanie shares an example of a limiting belief that affected her early in life.
[02:04] Melanie shares an example of a limiting belief that might be formed during your job search or career transition.
[03:03] The three steps are; identify your limiting beliefs, reframe your limiting beliefs, and repeat and reinforce your new supportive beliefs.
[03:19] Melanie explains how you can identify your limiting beliefs. Think about applying for a job or imagine the last time you applied for a job or attended an interview. Ask yourself, what were the thoughts you were having. Write these down. Some examples of these thoughts might be; "this is a long-shot, I don't have a chance" or "I'm not fully qualified for this job so no one is going to call me back."
[04:58] So how do you know if they are limiting beliefs? The easiest way to tell, is to think about your belief and write down how it makes you feel. If it makes you feel fearful, worried, overwhelmed or any other negative feeling would be considered limiting beliefs. They don't support the goal you want to achieve.
[07:15] Step two is to reframe your limiting beliefs. Start by writing down how you would rather feel. Then identify a more supportive belief that connects to that feeling.
[09:47] Step three is to repeat and reinforce your new supportive beliefs. This is all about making your belief stick. So that it becomes who you are and what you believe. This takes 30 days of consistent action. Melanie shares some simple and fun options and ideas to help you do this.
[12:43] Melanie recaps the three steps to shift your limiting beliefs.
[14:13] A job search is more like a marathon than a sprint. Don't give up on yourself. It takes time! Rejection is part of the process.
[15:04] Melanie has a handy worksheet to help guide you through these steps! Download it at the link below!

Download the 3-Steps to Shift Your Limiting Beliefs Worksheet Here! Love the HR Mentor? Become a super fan and get access to exclusive monthly content and help keep the podcast ad free.

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In this introductory episode, Melanie explains why she started this podcast and what you can expect as a listener. She also shares what she believes is both exciting and challenging about an HR Career.

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The HR Mentor: Recent Episodes

Melanie Reed